2020 is the year in which the way we work was completely transformed. According to Brandon Hall Group research, over 80% of organisations will use flexible scheduling and remote work going forward based on the impact of changes to the way we worked throughout this year. To make this transition productive for both employees and employers, Leaders and Managers must encourage (and ultimately cultivate) high performance, while at the same time fostering their employees’ well-being and guarding against burnout and talent attrition. In this week's HR Blog we explore the importance of managing performance in the new world of work.

Having the right people, to do the right things, at the right time, has never been more important (or more challenging). Even under normal circumstances finding the right balance requires careful planning and execution, but what happens when the future is so uncertain that by the time you put one set of changes in place, you need to change things again? The speed and agility with which your business navigates any organisational restructure now, will have a direct impact on your ability to survive and thrive going forward. Which tools does your organisation need to ensure that your business is agile enough to restructure effectively (no matter how many times you have to do so)? In this week's HR Blog we explore how you can find efficiencies through HR automation to make every structural change within your organisation a success.

Apparently, many organisations still rely solely on an annual performance review. However, Gallup's 2018 report 'Re-Engineering Performance Management' makes it clear that workers are asking for something different. They want a coach, not a boss. They want clear expectations, accountability, a rich purpose, and most importantly, they want ongoing feedback and coaching. Because the future of work is being shaped by extraordinary changes in technology, globalisation and overwhelming information flow, how we work must also be reimagined. The process of managing performance in the workplace needs to inform, engage and inspire. The means for achieving this, according to Gallup (and many others) requires 're-engineering.' Because performance management is such a big topic, we'll explore what the future of managing performance might look like over the next few weeks and discuss how to implement such change in your organisation. First, let's look at why managing performance really does STILL matter.

As the world of work changes, so too must the approach of those who design, build and maintain our physical and/or virtual offices. Accordingly, how those who are in charge of managing the teams who occupy these physical and virtual spaces is also in a state of flux. With four generations in the workplace for the first time in history, we also need systems, processes and offices that support and adapt to the needs and talents of the entire cohort, fostering constructive interaction and collaboration across generations. We've shared a few posts recently about the future of work, including digital workspaces, human capital trends and driving culture change. Continuing on with this 'future of work' theme (because a good offence is the best defence), this week's HR Blog turns an eye to the practical solutions for managing the future of work, workplace and the performance of your workforce.

Creating a culture where Employees are given real-time feedback and recognition might just be the most underestimated strategy in business. And according to the Wall Street Journal, ‘awards, recognition and praise might just be the single most cost effective way to maintain a happy productive workforce.' It’s no secret that ‘Performance Management’ doesn’t achieve what its meant to, but how can you tap into the power of real-time feedback and recognition to improve and enhance managing performance in your business? 

At first glance, you might not think that how you manage performance, or your performance appraisal process have anything to do with employee wellness. Yet enabling your employees to achieve a reasonable level of work-life balance as well as giving them the skills and tools needed to succeed at work, is an essential ingredient in creating great a workplace culture in which your employees thrive. Often, work-life balance issues have their roots in the level of expectations that management and leadership set for employees, and the subsequent way that employee performance in relation to those expectations is then managed.