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Performance Enablement: How to Empower Performance in a Hybrid World

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JSS HR hosted its first in a series of webinars last week designed to provide topical insights into real-world issues impacting the HR and broader workforce community. We explored performance enablement, specifically focusing on how to empower performance in a hybrid world. We were joined by Kate Constable from Clear View Consulting, a specialist in the field who has partnered with many global matrix organisations to increase capability in this area.

Over the past 2-3 years, it has become evident that the way many companies approach performance enablement needs to be updated as we transition into a more flexible way of working. Many entities have moved away from the formal, process-driven annual review style of performance management and towards a more outcome-orientated, goal-based process that emphasises flexibility and constant informal improvement with employees.

This shift is critical in a hybrid working world, with unprecedented changes in the pace of commercial goals and a holistic change in employees’ expectations. Organisations with an easily accessible and rich source of resources will empower self-directed learning amongst their staff. Employees are looking for a greater connection to purpose, and companies must take deliberate action to close performance gaps. One way this can be achieved is through coaching in a personalised manner. As Kate mentioned, “now more than ever, employees want to believe that their employers are invested in them”

During the webinar, we discussed the five best practices for organisations to boost performance in a hybrid environment:

  1. Take a deliberate approach
  2. Create a culture of trust
  3. Ensure goals are linked to business performance and driven by strategy
  4. Invest in manager’s coaching skills
  5. Clarify the employee value proposition (EVP)

We broke out into groups to discuss what works well in various organisations and what else could be done to enable performance moving forward. Some interesting talking points centred on increasing the frequency of coaching and catch-ups to address changes promptly and help businesses assess and pivot based on current circumstances.

We also suggested introducing a mentoring scheme to accelerate professional and personal development. A mentoring programme can provide organisations with an opportunity for diversified employee interactions. Employees can build new relationships outside of their traditional departments and see what “good” looks like from different viewpoints. These unique perspectives can close skill gaps, lead to new ways of thinking and, ultimately, empower innovation across the business.

In summary:

  1. Be deliberate and focus on the steps that offer the greatest return.
  2. Communicate clearly, so people understand expectations.
  3. Get curious – not critical. Give people “feedforward” on performance.
  4. Contract with people – ensure they commit to improving their performance to achieve organisational goals
  5. Equip people with the skills to deliver on expectations.
  6. Find the coachable moments – catch people doing the right thing and communicate at the correct time.

Thank you to those who attended and made the webinar a success; for those who were unable to, please do reach out to and we will send you some literature on the webinar and the video recap of the event.


Director, Human Resources and Reward

Cameron Leather