management models

 Performance Management Models

Performance management: importance and new models

Throughout the text we talk about the new performance management models and the need to adapt to them. But what models, after all, are these? Basically, the model that came up with the concept of performance management, known as objective management , is no longer a smart strategy for companies. It basically established goals for professionals, which later, following an annual period, were evaluated through a grade.

Over time, it was noticed that this method made employees very agitated and dissatisfied , in addition to being a very limited analysis and not fair to the efforts of these professionals. The new performance management models strategy is known as competency management , less focused on numbers and more concerned with aspects of employee knowledge, behaviour, skills and attitudes. Also Read   How PwC Uses Data to Retain High Performers Due to this change in direction, some trends have pointed to more promising results, such as:

Constant Feedback

Annual feedback ? No more! To promote the development of professionals and keep them constantly motivated, it is necessary to always provide them with positive and encouraging evaluations, as well as evaluations of points that should receive improvement. The shorter the response time for employees management models, the more positive the results. Real-time feedback, in this sense , is a very positive trend.

Focus On The Whole

The objective of modern performance management is to promote a more cohesive, harmonious work environment based on integration between managers and their teams. The look becomes more focused on how to improve the performance management models of each employee in order to unite teams for more assertive results.

 Automation Tools

 The evolution of technology today allows performance management models to take place with the help of automated tools that guarantee the quality of assessments. By providing a broad view of all processes, these solutions make it easier to find bottlenecks, track project execution time, standardise data and provide continuous feedback . Did you like our content on performance management? Then learn more about the impacts of digital transformation on the HR sector .

Democratic management

This is a management model that highly values ​​organizational talent . The tendency of the democratic leader is to keep the team always united around common goals, consulting them whenever new challenges and demands arise in the company management models. The opening found for a more active participation, where their voice is heard and their ideas valued, makes the professionals seek, more diligently, to acquire knowledge and develop their skills in order to make increasingly effective contributions to the team.

Inspiring management

Here is a management model based on an important premise: if we are positively inspired, we do better and become better at what we set out to do. An inspiring leader needs to dedicate great efforts to being an example for his team in every way. It’s not just the work methodology and the commitment to the tasks that count, but mainly, your human skills and your behaviour in relation to your team. The leader who can inspire can create high-performance teams without having to use his authority in an autocratic or coercive way. He creates around himself a point of support and development for the team and awakens in them the desire to grow and follow in his footsteps.

Meritocratic management

Meritocracy represents a fair and well-directed model of people management . Here, each professional has his value based on the effort he puts in and the results achieved in favour of the organization. The search for recognition can generate a highly competitive environment within organisations, demanding a lot of flexibility from the leader so that the results are positive. However, if well planned and managed, merit management brings great benefits to employees, who feel motivated to develop their skills, and to the organisation, which certainly reaps the rewards of this effort.

The leader’s behaviour must always be based on impartiality and transparency management models, so that no employee feels disadvantaged by the system. New call to action

Management focused on results

In management focused on results, as the name suggests, the steps taken by the professional are not as important as the results they achieve. There is a tendency to strengthen teamwork, as together they are able to find innovative solutions outside their comfort zones for the company’s issues and demands. The leader needs to be clear about his goals and let the team have creative freedom so that the results are achieved management models. It is also essential that the trajectory of the professionals is monitored and that they receive proper feedback at the end of each contract to understand their performance management models and work on points for improvement.

Authoritarian or autocratic management

The autocratic leader is the one who centralises all decisions in his hands and just orders the employees to fulfil pre-established tasks by him. In any management model or organisational culture , there may be times when autocratic leadership is necessary, to overcome a moment of crisis in which the leader is more prepared to act efficiently. However, this management model, when applied continuously, generates demotivation in the team and impedes the development of talents, leaving the organization stagnant, with low performance teams, high turnover and difficulties in attracting good professionals in the market.

Management by value chain

In this value chain management model , employee efficiency is measured in relation to the value they add to the company’s customers and businesses. Therefore, it requires the leader to have a keen understanding of market needs and the level of customer satisfaction .

 Flexible management

The idea of ​​flexible management is the decentralization of organizational processes management models, so that there is greater participation of employees in decision-making. There is a great effort from companies in training and development and performance evaluation, so that the teams prove themselves capable of such a great responsibility.

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