The client asked me, “How do I get my employee to be at his desk when he is needed?” The typical manager would likely make specific demands and/or make threats such as insist on frequent meetings to assure compliance with the demands. Or, he/she might threaten to possibly hold a negative performance review rating. What’s the point of these? Control? Control techniques are often outdated and ineffective in our knowledge economy. Employees can always find ways around the arbitrary rules. So what is the answer? More frequent feedback? What is the point?
Many, if not most of the firms transforming their performance management processes are recommending more frequent and informal feedback in place of formal performance review meetings. But, will it work? READ MORE