Five ways to get managers on board with performance management

Performance management only works when managers are onboard. They are the single biggest driver of success and the greatest potential point of failure. Get it right and organisations benefit from stronger personal development, more internal progression, fewer grievances and higher productivity. Get it wrong and the business absorbs the silent cost of disengagement, attrition and cultural decay.

But getting managers on board easier than you might expect. Most managers don’t avoid performance conversations because they don’t care, they avoid them because the experience has historically been time-consuming, awkward and overly focused on admin.

That dynamic has now changed. With tools like AI notetakers taking care of notes and record-keeping, performance conversations are no longer about recording what was said. Managers are free to focus on what really matters: listening, coaching and exploring how people can perform at their best.  

This is an opportunity, but it also raises expectations. When the admin disappears, the quality of the conversation matters more than ever, and the skills managers need are different.

In this webinar, we’ll share five ways to get managers to buy into performance management so they can have conversations that are better for their people and create better outcomes for the business.

We’ll cover:

• Why managers resist performance management and what’s behind their reluctance.
• How removing admin using AI tools changes the skills managers need to have performance conversations.  
• How to build confidence and capability for ‘accidental’ and inexperienced managers.
• The business impact when managers buy in to performance management.  
• How HR can move from chasing form completion to driving measurable business outcomes through performance management.