The neuroscience of performance management
- Output & Performance Management
- Published on 25 Jun 2012
- Lydia Cillie-Schmidt
The negative response that many people have to performance feedback may be explained by neuroscience. Thanks to MRI scanning and other brain technologies we are no longer in the dark regarding what happens in our brains during learning, engagement, motivation and social interaction. The brain’s role in human nature and behaviour is now studied and explained by the joining of psychology (the study of the human mind and behaviour) and neuroscience (physiological study of the brain).
Against the odds: Performance management that works
- Output & Performance Management
- Published on 25 Jun 2012
- Lydia Cillie-Schmidt
In some organisations the feeling of doom happens once a year, in most organisations twice a year and in a few others more regularly than that. You just have to walk into a government office where the performance management process is still compliance-driven and paper-based to see the despondence on the face of the person pushing the trolley with all the paper. In general, performance management is viewed as a necessary evil and most people dread the process.
Performance Dialogue: A Vodacom Case Study
- Output & Performance Management
- Published on 25 Jun 2012
- Lydia Cillie-Schmidt
Vodacom Group Limited (Vodacom) is an African mobile communications company providing voice, messaging, data and converged services. From its roots in South Africa, Vodacom has grown its operations to include networks in Tanzania, the Democratic Republic of Congo, Mozambique and Lesotho. Vodacom is majority owned by Vodafone, the world’s leading mobile telecommunications group and is listed on the JSE.
The evolution of performance management: From stick to coaching
- Output & Performance Management
- Published on 25 Jun 2012
- Lydia Cillie-Schmidt
Claire’s heart was beating fast as she approached her manager’s office. Today was time for the dreaded performance appraisal. Last year her manager caught her off-guard and discussed things that he thought she performed poorly in throughout the year. She wondered why he could not have told her earlier. Her self-esteem was in tatters after the meeting and to add insult to injury, she did not receive a performance bonus and only a marginal increase! She was wondering what type of surprise lay in store for her today and seriously considered calling in sick.
