Exactly. Treat adult employees like adults, Netflix-style.
Another aspect is near-realtime organization-visible projects, issue status (and ticket system) and KPIs that show attribution to prove people to gain visibilty and credit to avoid “what does person X do all day?” This also makes performance reviews more automated for both sides of the table.
Having unified, unform tiers of performance management processes that ensure minimum of staff and management fudging plus including qualitative, 360 feedback also helps scale the management and HR layers.
I wouldn’t say “always.” Also, trust isn’t binary: it’s earned and varies. You usually wouldn’t give a new employee sole, unrestricted access to megadollars and you wouldn’t micromanage microtransactions of a 10 year manager. Delegate with risk management, e.g., common-sense. If a person starts making big mistakes, then you take non-nuclear corrective actions/find out what’s going on. On the other side, if someone improves, reinforcing actions are possible.
Another aspect is near-realtime organization-visible projects, issue status (and ticket system) and KPIs that show attribution to prove people to gain visibilty and credit to avoid “what does person X do all day?” This also makes performance reviews more automated for both sides of the table.
Having unified, unform tiers of performance management processes that ensure minimum of staff and management fudging plus including qualitative, 360 feedback also helps scale the management and HR layers.