Launching the Manifesto for Flourishing at Work: Why Performance Management Constantly Fails (Part 1)
Type
digital resource
Date Issued
2024-06-04
Author(s)
Abstract
REINVENTING PERFORMANCE MANAGEMENT
Performance management is the heartbeat of every organization, linking its people to the company's purpose. However, it often does more harm than good. Traditional practices are mired in bureaucracy and inefficiency, making performance management the least popular HR process in many companies. There's a growing consensus that change is long overdue. We're uniting a coalition of the willing to champion innovative solutions that truly cultivate organizational flourishing. Our collective mission is driven by a shared commitment to creating a fairer, more humane, and more fulfilling workplace. Join us in shaping a future where performance management ignites genuine growth, development, collective prosperity, and well-being for all!
THE MANIFESTO FOR FLOURISHING AT WORK
The global manifesto represents a unique collaboration among HR professionals, practitioners, consultants, and academics from across the globe. Together, we've pooled our expertise to create a comprehensive framework of principles and practices to empower HR leaders in transforming their organizations to foster greater purpose, performance, and social value. Drawing inspiration from the Agile manifesto, the Flourishing manifesto goes beyond methodological suggestions to form the cornerstone of a holistic business change journey and a paradigm shift in how we approach work
Four Core Beliefs
The manifesto’s four core beliefs are rooted in a new management paradigm that prioritizes organizational flourishing. In contrast, the counterparts reflect common traits found in traditional performance management processes.
1. Freedom and Flourishing Over Command and Control: Organisations should foster an environment where everybody has the right to a fullfilling work life while collectively actualising the full potential of all stakeholders.
2. Purpose and Social Value Over Quarterly Budget Games: Performance should be measured by the achievement of organizational purpose and positive societal impact, rather than just financial or sareholder metrics.
3. System Change Over Individual Appraisal: Performance should be driven by the active development of people, values, and organizational design, not just by focusing on individual tasks.
4. Growing Better Together Over Bonuses and Forced Rankings: Performance should be scaled through creating an ecosystem of virtuous individuals who uplift each other, rather than relying on carrots and sticks.
11 Principles
The manifesto outlines six principles guiding the overarching performance management process and five principles related to its core components. These principles are designed to serve as the cornerstone of a holistic business transformation, representing a paradigm shift in how we approach work.
Performance management is the heartbeat of every organization, linking its people to the company's purpose. However, it often does more harm than good. Traditional practices are mired in bureaucracy and inefficiency, making performance management the least popular HR process in many companies. There's a growing consensus that change is long overdue. We're uniting a coalition of the willing to champion innovative solutions that truly cultivate organizational flourishing. Our collective mission is driven by a shared commitment to creating a fairer, more humane, and more fulfilling workplace. Join us in shaping a future where performance management ignites genuine growth, development, collective prosperity, and well-being for all!
THE MANIFESTO FOR FLOURISHING AT WORK
The global manifesto represents a unique collaboration among HR professionals, practitioners, consultants, and academics from across the globe. Together, we've pooled our expertise to create a comprehensive framework of principles and practices to empower HR leaders in transforming their organizations to foster greater purpose, performance, and social value. Drawing inspiration from the Agile manifesto, the Flourishing manifesto goes beyond methodological suggestions to form the cornerstone of a holistic business change journey and a paradigm shift in how we approach work
Four Core Beliefs
The manifesto’s four core beliefs are rooted in a new management paradigm that prioritizes organizational flourishing. In contrast, the counterparts reflect common traits found in traditional performance management processes.
1. Freedom and Flourishing Over Command and Control: Organisations should foster an environment where everybody has the right to a fullfilling work life while collectively actualising the full potential of all stakeholders.
2. Purpose and Social Value Over Quarterly Budget Games: Performance should be measured by the achievement of organizational purpose and positive societal impact, rather than just financial or sareholder metrics.
3. System Change Over Individual Appraisal: Performance should be driven by the active development of people, values, and organizational design, not just by focusing on individual tasks.
4. Growing Better Together Over Bonuses and Forced Rankings: Performance should be scaled through creating an ecosystem of virtuous individuals who uplift each other, rather than relying on carrots and sticks.
11 Principles
The manifesto outlines six principles guiding the overarching performance management process and five principles related to its core components. These principles are designed to serve as the cornerstone of a holistic business transformation, representing a paradigm shift in how we approach work.
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