TLDR? Technology, AI and Data-driven decision making will see the biggest impact.
How will performance management techniques change in 2024? Will new frameworks and models be introduced? Will older approaches adapt and regain favor? Performance management will evolve further in 2024 to become more employee-centric, data-driven, and technology-enabled. In this article we explore some of the potential changes and challenges in performance management certification and training for 2024.
Agile performance management
Performance management will continue to increase its emphasis on agility, with frequent check-ins and feedback loops. This allows business managers to address performance issues quickly and to provide timely support to employees and is designed to be more flexible, responsive, and tailored to individual employee goals.
Instead of relying on infrequent annual or semi-annual reviews, agile performance management emphasizes regular check-ins with employees to provide ongoing feedback and support.
Goals in agile performance management are not set in stone; instead, they are regularly reviewed and adjusted as needed to reflect changes in business priorities and employee capabilities. This adaptability ensures that employees are focused on achieving goals that are relevant and achievable.
Agile performance management promotes a culture of continuous feedback, where employees receive regular feedback from business managers, peers, and customers. This open and transparent approach helps employees identify areas for improvement and track their progress towards their goals. In 2024 these check-ins will increasingly be delivered virtually, or through an online platform. Technology will play its role in agile performance management.
Employee-centric approach
Performance management will continue its shift from a top-down, manager-led approach to a more collaborative, employee-centered one in 2024. This means that employees are being given more ownership of their own performance and are being encouraged to set their own goals and track their progress.
Focus on strengths
Performance management is migrating from a focus on weaknesses to a focus on strengths. This means that in 2024 business managers will continue to identify the strengths of their employees and helping them to develop them further.
Pay for performance
Performance-based pay will become more common in 2024, with employees being rewarded for their individual and team performance. In 2024 business managers will come under pressure to ensure that the pay-for-performance system is fair and transparent.
Culture of feedback
A culture of feedback where employees feel comfortable giving and receiving feedback will retain its emphasis in 2024. Business managers will need to convince the teams that they manage that they are open to feedback from their employees.
Goal alignment
Performance goals must be aligned with the company's 2024 strategy. This will help to ensure that in 2024 employees are working towards the same goals and that their performance is contributing to the success of the company.
Continuous learning
Employees need to be provided with opportunities for continuous learning in order to stay up-to-date with their skills and knowledge. This can be done through training, mentoring, and job shadowing. These trends will help to create a more effective and engaging performance management process that can help to drive employee performance and organizational success in 2024.
Technology-enabled solutions
Performance management software will become increasingly sophisticated in 2024 and will automate many of the tasks involved in performance management. This will free up managers to focus on more strategic activities, such as coaching and mentoring employees.
Technology will also simplify the performance management process in 2024, automating tasks such as goal setting, feedback delivery, and reporting. 2024 will also see technology solutions delivering real-time insights into employee performance, allowing managers to identify trends and potential issues early on, enabling timely interventions and improvement.
Data-driven decision-making
Performance managers will increasingly use data in 2024 to make more informed decisions about employee performance. This data can come from a variety of sources, such as performance reviews, employee feedback surveys, and productivity metrics. This involves incorporating data from various sources to inform and guide performance evaluations, identify areas for improvement, and develop targeted interventions. This approach offers huge advantages over traditional performance management methods, which often rely on subjective assessments and anecdotal evidence.
Conclusion
2024 will mainly see continuation of trends that have been developing over the past few years since the advent of covid. The one exception of course will be new elements of technology driven by AI. Data-driven decision making in particular will see a big impact from AI as more intelligible and actionable data enables managers to act more quickly and effectively.
