From Insight to Action: Why Continued Learning and Reviews Are Essential for Effective Performance M

Performance management is a dynamic process that provides valuable insights into individual and team performance. When done right, it can become a powerful source that fosters growth and inspires development.

However, businesses often treat performance management as something that happens once or twice a year and approach it as either evaluations or reviews. Such an approach misses the mark as it leaves employees in the dark regarding the much-needed feedback they need to prosper.

For performance management to drive success, it needs to be an ongoing process that encourages continual learning. Continued learning is the focus of this approach. Namely, without opportunities to grow, employees may be less motivated. By contrast, when they’re given the opportunity to contribute more meaningfully to their teams, their productivity is bound to increase.

Continuous Learning Meets Performance Management

Contrary to popular belief that reviews are only necessary at the end of the year, feedback should be frequent, constructive, and actionable. Regular performance reviews — particularly 360 performance reviews — have proven rather beneficial.

The process involves gathering feedback from a range of people, including peers, supervisors, and direct reports. The benefits of 360 performance reviews thus include identifying strengths and areas for improvement. When combined with continued learning, 360 performance reviews can empower employees to excel in their roles.

The combination of ongoing learning and regular feedback contributes to a cycle of continuous improvement. Employees become more self-aware, understand their weaknesses, and are provided with the resources they need to improve. In addition to driving individual growth, the process also boosts overall organizational performance.

What is important to understand here is that learning should be an ongoing process rather than a one-time effort that ends when an employee is hired and initially trained for the role. In fact, real growth begins after onboarding; that’s why it is critical that all new hires have access to learning opportunities that allow them to develop their skills over time.

Continued learning keeps employees engaged and motivated, helps them build confidence in their expertise, and boosts team performance in the process. Beyond improving knowledge in specific areas, continued learning helps employees develop critical thinking, problem-solving skills, and other soft skills necessary in the hectic workplace.

Constructivist Learning

One approach that has gained traction in recent years is constructivist learning. The theory is rooted in the premise that knowledge is best gained through active participation and hands-on experience. In other words, employees are encouraged to engage in tasks and problem-solving activities rather than receiving information passively.

This method inspires deeper learning since it involves the learner in the process as opposed to letting them absorb information.

E.g., instead of a traditional training course where employees are told what they should know, a constructivist approach might involve role-playing exercises, group projects, or other interactive learning methods. These activities encourage employees to actively apply their knowledge, reflect on their experiences, and refine their skills in real-time.

It goes without saying that constructivist learning extends beyond technical expertise. In the workplace of today, employees need to continuously adapt to new challenges and shifting demands. A constructivist approach to learning helps them develop the flexibility and adaptability they need to thrive.

It’s no longer sufficient for employees to understand a particular process or technology. Instead, they need to be able to think critically, make decisions on the fly, and adapt quickly to new situations.

Employing Regular Reviews to Keep Employees on Track

Is there a catch?

Of course, there is.

Learning and development may be critical for employee growth but they’re nowhere near sufficient to drive continual success. To ensure performance management is efficient, it is essential to include regular feedback.

As mentioned above, 360 performance reviews are a preferred approach as they gather input from multiple sources. Unlike traditional performance reviews — which typically rely on feedback from a single manager — 360 reviews offer a broader view of an employee’s performance. They point to blind spots that might have otherwise been overlooked.

Building a Culture of Growth

For continued learning and regular performance reviews to be truly effective, they should be embedded into organizational culture. A performance management system that is solely reliant on annual reviews and periodic training sessions will not yield the same results as one that prioritizes ongoing development and feedback. Employees should feel supported in their efforts to grow, which requires a work environment where learning is encouraged and feedback is an integral part of the daily workflow.

Creating this culture starts with leadership. Leaders should model the behaviors they want to see in their teams. They should actively seek out learning opportunities and openly solicit feedback from others. This sets the tone for the rest of the organization and encourages employees to do likewise.

Further out, businesses should provide resources and support for continuous learning. There are various ways to go about this: formal training programs, mentorship opportunities, access to learning platforms…

Regular reviews, too, should become a consistent part of the culture. Feedback should be a tool for development, rather than criticism. Leaders should prioritize regular check-ins, provide ongoing feedback, and offer support in their growth.

Finally, employees should be encouraged to seek feedback proactively. The 360 review process is only effective when employees are open to receiving input from others. Leaders should create an environment where feedback is a valuable resource for self-improvement rather than as an evaluative tool.

Effective Performance Management in a Nutshell

Effective performance management is an ongoing process that requires both continued learning and regular reviews. Employees who have the opportunity to grow are more likely to perform at a high level, contribute to their teams, and stay engaged in the long run.

Feedback helps employees identify areas of improvement and adjust their approach accordingly. A culture of growth rooted in learning and feedback inspires employees to contribute to overall organizational success.

Angela Ash is an expert writer, editor and marketer, with a unique voice and expert knowledge. She focuses on topics related to remote work, freelancing, entrepreneurship and more.