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Is Human Engagement in Performance Management a Thing of the Past?

In today's rapidly evolving corporate landscape, the realm of performance management is witnessing a significant transformation. The emergence of real-time performance management practices has been hailed for its ability to provide on-the-spot coaching and development opportunities. Let's pause to reflect on the potential consequences this shift may have on human engagement and the unique learning needs of our diverse workforce.

1. Balancing Real-Time Management with Human Engagement: The allure of real-time performance management lies in its capacity to deliver immediate feedback and swiftly address performance issues. Yet, with these benefits, we must ensure we don't inadvertently undermine human engagement. The constant monitoring and feedback associated with real-time practices may leave some employees feeling overwhelmed and disconnected. It's vital to strike a harmonious balance between timely feedback and a more human-centric approach that fosters a sense of engagement and belonging among employees.

2. Catering to Different Learning Styles: It's a well-established fact that people possess diverse learning styles. While some individuals thrive on video instruction or audio references, others may find these methods less effective. Visual learners, for instance, may excel when presented with graphical representations, whereas tactile or experiential learners may require hands-on experiences to grasp concepts fully. To cater to this diversity, companies should offer a rich array of learning resources and methods, allowing employees to choose approaches that align with their unique learning preferences.

3. Addressing the Needs of Tactical Learners: Tactical learners are those who benefit significantly from hands-on experiences and collaborative environments. They thrive when given opportunities to work closely with colleagues, engage in problem-solving, and receive guidance in a collaborative setting. Fostering teamwork, creating spaces for shared learning experiences, and encouraging peer mentorship can be instrumental in helping tactical learners form habits and enhance their performance. By nurturing these interactive learning opportunities, organizations can thrive with the full potential of their tactical workforce.

Some people, like me, find it really hard to learn from watching or listening to videos. This frustration has led many people to quietly quit their jobs because they feel left behind.


Although using real-time feedback and development has its benefits, it shouldn't make people feel disconnected or overlooked. We need to find a balance and consider that different people learn in different ways. We should make sure to support those who prefer hands-on learning and teamwork. By doing this, we can make sure that performance management helps everyone improve and doesn't leave anyone behind. It's not just about the numbers; it's also about creating a workplace where everyone feels engaged, can grow, and is included.


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