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Virtual

The Keys to Effective Continuous Conversations

As we learned in our Performance Management Exchange pulse survey, many of you have already (and many of you plan to) moved from a routine performance management cycle to one where continuous conversations is the focus. But how does an organization implement the continuous listening strategy effectively, and how can organizations help managers conduct these conversations more impactfully? 

For the first half of the Performance Management Exchange meeting, Jay Jamrog (i4cp co-founder and futurist) shared key findings from  i4cp’s most recent From Cube to CloudTM study – specifically, how companies are looking at new ways of working and how these relate to leadership as much of the world starts transitioning to a post-pandemic world. 

Highlights included:

  1. Re work, people want more flexibility and control around what to do, where to do it, and how it’s done
  2. Employees have more control than ever before regarding the above – and it’s imperative organizations realize this now
  3. The leadership behaviors highlighted in i4cp’s leadership redefined study (Leadership Redefined) are key to ensuring that the new ways of working are lead and managed effectively
  4. Manage to results – not hours or face time
  5. Forward looking development conversations are more important than ever

We then transitioned to a conversation with Matthew Dawson, Head of Tech Internships and Diverse Engineering at Amazon, who shared with us Amazon’s approach to both performance management and continuous conversations. 

Highlights included: 

  1. We are asking more than ever of our managers – many are struggling to prioritize and get it all done
  2. Thinking about performance from three lenses – individual, team, and organization – are key to effective performance management.
  3. A suggested model for thinking about performance management is the following: FIDELITY: Feedback development requires that you Inquire, Task, and Yield (ITY). Feedback delivery should be Frequent, Immediate, Discriminatory, Empathetic, and Limited (FIDEL)

For real treat, take a listen to Matt’s podcast: https://open.spotify.com/show/3PBHlobIUwPrkexY9m0sdT. You won’t regret it!

 

 

This meeting is exclusively for members of the Performance Management Exchange. If you'd like to participate, please contact us to see if you qualify. If you are an i4cp member, please log in to access the registration/meeting details.
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