Performance Management Reimagined: Driving Success in the Modern World

By Jayson Krause, Managing Director of Level 52 & Award-Winning Author of The Science Behind Success

The corporate world is a strange beast. 

For decades, the business world has been stuck in a rut of annual reviews, SMART goals, and performance ratings. It’s turned the art of leadership into a bureaucratic exercise, a box-ticking chore that does little to inspire or motivate. It's a system that's not just broken, but fundamentally flawed.

But what if I told you there's a better way? A way that ditches the spreadsheets and embraces the human connection? A way that doesn't just manage performance, but inspires it?

Enter the simple question: "What would make this the best year of your professional career?"

This question is a game-changer and I write about it in my book, The Science Behind Success. It shifts the focus from what you've done in the past to what you could do in the future. It's not about meeting targets or ticking boxes, but about unlocking potential and inspiring growth.

It's a question that shows you care about the person in front of you, not just the employee. It shows that you value their aspirations and dreams, not just their output. It's a question that fosters engagement, motivation, and loyalty - things that no performance rating can ever achieve.

So, how do you implement this approach?

First, you need to ditch the annual review. It's a relic of a bygone era, a time when work was predictable and change was slow. In today's fast-paced, ever-changing business landscape, you need a more agile approach. You need regular check-ins and feedback sessions, not annual interrogations.

Second, you need to focus on development, not just performance. This means providing coaching and learning opportunities, not just performance evaluations. It means helping people grow and evolve, not just meet targets. It's about fostering a culture of continuous learning and improvement, where mistakes are seen as opportunities for growth, not reasons for punishment.

Third, you need to make it personal. This means understanding the unique strengths, aspirations, and motivations of each individual, and tailoring our approach accordingly. It means treating people as people, not just cogs in a machine. It's about fostering a human connection, not just a professional one.

Finally, you need to measure what matters. This means moving away from vanity metrics like hours worked or emails sent, and focusing on meaningful outcomes like customer satisfaction, team collaboration, and personal growth. It's about quality, not just quantity.

So join the growing group of meaningful leaders and get rid of archaic performance management and embrace a more human, more inspiring approach. It's time you asked the simple question: "What would make this the best year of your professional career?"

The answer might just surprise you.

Intrigued by the Best Year Yet concept? Dive deeper and unlock your potential with our How to Create Your Best Year Yet mini-course. Remember, the only thing standing between you and your success is action.