Why changes in performance management benefit competency models

Steps to follow if your organization uses new feedback approaches (looking forward)

If you haven’t noticed, there is a major shift away from traditional performance management to new growth mindset approaches for performance feedback that looks forward.  And the elimination of the performance appraisal is the best thing that ever happened to competency models! Why? Because it eliminates any time constraints about when a capability assessment can be performed and eliminates any perceived confusion on the behalf of HR about the differences between the two.

When performance appraisals are replaced with regular real-time coaching and feedback, competency assessments and associated development plans provide the analytics and structure for manager/employee conversations. It makes it easier for managers to coach. 

This feedback approach drives agility – change in strategy and priorities can be quickly communicated and supported through the competency model.  Regular use of this data translates into clear expectations, and regular employee skill development and career planning progress.

With the speed skills are changing, the impact of the 4th Industrial Revolution, including changes from digitization, automation, and artificial intelligence, more and more organizations will realize that the traditional methods can no longer keep up. You need a performance approach that drives a culture of learning and a development habit to make a difference.

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