As organizations move from local to trans-global enterprise models, they require leaders who can adjust to different environments quickly and work with partners and employees of other cultures. Managers from different cultures tend to have different views of the self, which affects individual’ cognition, goals in social interactions, and consequently influences their behavior and goals in decision making.
Let me start this training by sharing an examples collected from one of my trainees!
One of the primary purpose of Performance Management System is an Performance Conversation . It allows the person receiving it know where they stand when it comes to their current performance that in turn enables them to have clear expectations. As a result, they feel reassured and safe and are more likely to work with their leader towards improved performance and better results.
Your employees are what keeps the company going and hence it is imperative that you keep the employees performing to the best of their ability. One of the most effective and lucrative ways is through frequent performance discussions. Debating on their work performance can only have positive results, which is why it’s so important to incorporate frequent performance feedback as part of how you run your business.
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