by Alison Marshall

In the past two years, we’ve seen and heard a lot of conversation around the ways we choose to reward and recognise performance. Current thinking on performance management suggests more frequent, informal conversations are more effective than traditional performance reviews. Managers need to create meaningful ways to recognise performance and create an environment that allows employees to give their best in their own way.

David Rock’s work with SCARF and Simon Sinek’s ‘Start with the Why’ all support conscious effort by team leaders and managers to mindfully reward.  In particular, I was recently struck by Dan Pink’s work on Motivation.  Check out the RSA animation on Dan Pink’s theory on ‘What motivates us’. The message is clear; engagement is driven through mastery, autonomy and purpose.

I’ve been designing a virtual programme to align with this latest thinking and help managers reward performance more effectively.  It’s a great time to be working on a programme like this, as many of us start to look past traditional performance management systems.  The programme I am working on is truly blended. It can be completed independently, as a cohort or with the support of a specialist and includes tools and activities that incorporate the principles into work-based activity to be completed with the team.

Have a look at a quick illustration of the programme overview and get a taste of what the work looks like.

If you would like to know more, contact Ali on Alison@beyondperformance.co.nz or phone her on 021 404 037.