{"id":6845,"date":"2012-05-15T08:16:00","date_gmt":"2012-05-15T08:16:00","guid":{"rendered":"https:\/\/arliemediadesign.com\/?p=6845"},"modified":"2025-03-21T19:31:40","modified_gmt":"2025-03-21T19:31:40","slug":"are-you-developing-your-people-or-managing-them","status":"publish","type":"post","link":"https:\/\/www.happy.co.uk\/blogs\/are-you-developing-your-people-or-managing-them\/","title":{"rendered":"Are you Developing your People or Managing Them?"},"content":{"rendered":"\n

\u201cWhen we first used 360 degree feedback, we used it as a performance management tool. It was not popular. So we left it for a year.<\/p>\n\n\n\n

\u201cWhen we introduced it again, we presented it as a development tool. Completely different, people loved it \u2013 and even come to me to ask if they can do it.\u201d<\/p>\n\n\n\n

It is a good lesson. It reminds me of a discussion I had with a doctor about two surgeries he knew. One used \u2018performance management\u2019 to deal with any problems and had a support staff turnover around 50%. The other focused on creating a good working environment and supporting people. They hadn\u2019t lost a member of staff in years.<\/p>\n\n\n\n

It comes back to MacGregor\u2019s Theory X and Theory Y. The standard approach to Performance Management is implicitly based on the Theory X idea that people are lazy and need to be managed to perform. Instead Theory Y poses that people are self-motivated and eager to do great work.<\/p>\n\n\n\n

Remember that lesson from ODA: People don\u2019t generally enjoy being performance managed, but they love being developed & improving their ability and performance.<\/p>\n\n\n\n

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So the key question: Is your organisation\u2019s approach based on believing in your people?<\/h3>\n\n\n\n
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Related blogs<\/h3>\n\n\n\n