The process of performance management has turned out to be extremely dynamic, especially in the year 2016. In the current era, managers have clarity about the fact as to what should be the standard good performance and behavior, and hence, managers deliver their actions as a coach.
Managers have started to understand the need of continuous just-in-time feedback and check-in conversations, with key focus on strong factors based up skilling, competencies, and development apart from the progress made in the tasks.
As a result of increased significance for positive feedback, it becomes extremely important for crowdsourcing the feedback. This is crucial for successfully performing the role of a coach.
For somewhat a good reason, all of the organizations across the globe have been considering almost every factor regarding the process of performance management. In addition, there has been an increased personalization of performance management in the current era, perceiving the needs of the labor market. A number of organizations consider the utilization of data for identifying teams delivering higher performance. This is done by focusing on the capabilities, activities, performance of activities, and the performers of activities of all teams.