Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
With the many recognized benefits of remote/hybrid work, it is expected that many organizations will never go back to the traditional office model in the wake of the COVID-19 pandemic. With this in mind, many themes from the traditional performance management literature will need to be revisited with an eye toward the future. These themes include a) the increased importance of job analysis for identifying current and future requirements of remote/hybrid work, b) an integration of work-family dynamics into our models of job performance, c) a better understanding of optimal productivity windows and the timing of when work happens, d) implications for the opportunity to observe performance of hybrid/remote workers, e) a better understanding of contextual performance in hybrid/remote work environments, and f) implications of motivation to give and receive feedback in remote/hybrid work environments. In this talk, I will reflect on these themes and provide recommendations for organizations who are likely wrestling with these important considerations.
Date
October 2022
Subject
Industrial and organizational psychology
Document Type
presentations
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by/4.0/
Included in
The Future of Performance Management in a Remote/Hybrid World of Work
With the many recognized benefits of remote/hybrid work, it is expected that many organizations will never go back to the traditional office model in the wake of the COVID-19 pandemic. With this in mind, many themes from the traditional performance management literature will need to be revisited with an eye toward the future. These themes include a) the increased importance of job analysis for identifying current and future requirements of remote/hybrid work, b) an integration of work-family dynamics into our models of job performance, c) a better understanding of optimal productivity windows and the timing of when work happens, d) implications for the opportunity to observe performance of hybrid/remote workers, e) a better understanding of contextual performance in hybrid/remote work environments, and f) implications of motivation to give and receive feedback in remote/hybrid work environments. In this talk, I will reflect on these themes and provide recommendations for organizations who are likely wrestling with these important considerations.
Department
University of Tennessee at Chattanooga. Dept. of Psychology