The 3 Keys to Improving Employee Performance, Backed by Data

Written by Michael Scheiner and Nora St-Aubin, Illustrated by Chloe Allard

“This piece was sent to the Officevibe community via our newsletter on October 30, 2019.”

The foremost goal of managers today is to help employees do the best job they can by making them feel the most engaged at work. Management is the human interface between an employee’s personal and professional goals and their development within the company.

What does this look like in practice? A modern era of performance management, one in which annual reviews are replaced with regular, meaningful conversations, and employees have a clear path forward with goals and expectations set collaboratively with their manager. The key to success in all of this is building real connections between managers and employees that move beyond numbers and OKRs to a space where trust has room to flourish.

Before we can fix the problem, we need a clear understanding of what it is. That’s why we’ve dug into the data of our Employee Engagement Surveys to get a glimpse of where employees and managers stand as they navigate this shift, together.

Our goal? To determine the contours of how an employee’s engagement connects to their personal development, and the role of the manager in driving them forward.

What you’ll find in this post:

• The 3 keys to modern performance management:
  Continuous conversations
  Collaborative development structures
  Connections between managers and employees
• What our Officevibe survey data can tell us about each of these key areas
• Pro tips on how to level-up your performance management approach

If you enjoyed the piece, clap for it and share it with your network. Access the complete article packed with data-backed insights on performance management and all our latest content on the Officevibe Blog.

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