The Case for Performance-First Management
What began as a crisis-driven response to the Covid pandemic laid the foundation for today’s dominant management paradigm: people-first management. But today’s business demands a different approach, as performance and productivity have replaced engagement and retention atop the CEO agenda. Performance-first management represents a gentle shift toward an approach where managers empower their teams to deliver high-impact results within a complex and evolving reality. It keeps people at the center, but reorients the manager’s role around enabling performance, not just supporting satisfaction. Gartner research shows that managers who shift toward a performance-first approach are up to 21% more likely to deliver the business results that are expected of them. And employees who say that their managers are performance-first report higher overall satisfaction with their employee experience.
What began as a crisis-driven response to the Covid pandemic laid the foundation for today’s dominant management paradigm: people-first management. But today’s business demands a different approach, as performance and productivity have replaced engagement and retention atop the CEO agenda. Performance-first management represents a gentle shift toward an approach where managers empower their teams to deliver high-impact results within a complex and evolving reality. It keeps people at the center, but reorients the manager’s role around enabling performance, not just supporting satisfaction. Gartner research shows that managers who shift toward a performance-first approach are up to 21% more likely to deliver the business results that are expected of them. And employees who say that their managers are performance-first report higher overall satisfaction with their employee experience.
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