Traditionally, performance management consisted of a manager or HR ‘looking backwards’ over a year and then discussing with an employee what might need to happen in the next year to create improvement. Remuneration and promotion potential was often assessed against that single review.
Performance development and / or career development takes more of a ‘looking forward’ approach and involves employees in their own development, providing them with a greater sense of choice and autonomy (known to be beneficial to mental health).
A robust performance development process promotes feelings of value, purpose and belonging which are wellness related and improves the results of the business by building capability and retaining valuable talent.