Performance Scoring Reviews: Harvard Business Review “How to Help Your Employees Learn from Each Other” by Kelly Palmer & David Blake
In their recent Harvard Business Review article, “How to Help Your Employees Learn from Each Other,” Kelly Palmer and David Blake focus on how peer-to-peer learning is the most effective method for employee development. Peer-to-peer development and feedback are the motor and driving force behind the success of Performance Scoring’s performance management application. Aside from asking their boss, most employees will “turn to their peers” when it comes to professional development, write Palmer and Blake. A McKinsey survey revealed that one in three “organizations don’t even have any systems in place to share learning among employees.” This presents yet another case where data and evidence lead to a clear conclusion that is seemingly businesses continue to ignore. Peer-to-peer development is the most effective and most preferred method, yet it is not widely promoted and encouraged.
Next, Palmer and Blake use this Harvard Business Review article to look at the various benefits of peer-to-peer development. “Peer-to-peer learning taps into the expertise that already exists within your organization,” says Palmer and Blake. This “peer-to-peer learning creates a space where the learner can feel safe” taking the risk of making mistakes associated with learning something new. Performance Scoring’s FactorBoard displays areas of developmental need and sparks the conversation between employees to learn from one another . “A secondary benefit of peer-to-peer learning is that the format itself helps employees develop management and leadership skills,” write Blake and Palmer. This benefit has additional ancillary benefits: developing and hiring from within, lower turnover and attrition, and employees managing up to name a few. Performance Scoring takes pride in changing company culture and motivating employees while bringing these benefits and ancillary benefits to our clients.
Peer Learning Programs
Finally, Blake and Palmer declare the necessary steps to properly implement a peer learning program. The first two steps are to “appoint a facilitator” and “build a safe environment” within the company that encourages peer-to-peer development. Performance Scoring dedicates an expert to support the facilitator that each client appoints. Additionally, our experts assure that the integration of the employee performance management application creates the necessary safe environment by having employee engagement be a core aspect of company culture. The remaining steps of a peer learning program are “focus on real-world situations” and to “encourage networking” internally at a company. Performance Scoring’s Factor system ensures that employees are gauged on only the objective metrics that are derived from real-world situations they encounter daily that lead to success or failure. As previously mentioned, Performance Scoring integrates employee engagement into company culture; this by definition is encouraging networking.
Peer-to-peer development is the most desired form of employee learning, the most effective form of learning, and offers infinite benefits to a company and its respective employees. Performance Scoring matches and goes beyond each of Palmer and Blake’s criteria for effective peer-to-peer learning. The Performance Scoring Performance Management Application is the cornerstone in the implementation of peer-to-peer development at any company and it starts today.