“I knew exactly what to do. But in a much more real sense, I had no idea what to do.” – Michael Scott, regional manager of the Scranton, Pennsylvania branch of Dunder Mifflin (The Office)
Love him or loathe him, Michael Scott stumbled into a hard truth about modern performance strategy: without real enablement, even the most well-intentioned employees can feel completely lost. People can only thrive if you enable them.
Today’s best companies don’t just measure employee performance; they enable it from the first day on the job to the moment someone moves on or moves up.
And that shift from performance management to performance enablement is redefining how organizations approach the entire employee lifecycle.
So what does that look like in practice? Let’s decode this like the pros.
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Performance enablement vs. Performance management
Performance enablement isn’t about watching people work, it’s about setting them up to succeed.
It's a continuous practice of equipping employees with the support, tools, training, and environment they need to succeed. Not just in their current role, but throughout their entire career journey at your organization.
Unlike traditional performance management, which focuses on evaluating past performance through annual reviews, people performance enablement is proactive, strategic, and deeply people-centric. It emphasizes ongoing support, real-time feedback, and continuous development to help employees perform at their best.
Performance enablement is about:
- Clear expectations: Co-create goals that align with business outcomes.
- Continuous feedback: Regular, useful feedback (not once-a-year “gotchas”).
- Learning opportunities: Offering upskilling, reskilling, and mentoring programs.
- Organization: Access to tools, systems, and information that removes friction.
- Supportive environment: Managers who act more like coaches than hall monitors.
Where old-school performance management asks, “Did you meet your goals?”, performance enablement asks, “What’s in your way, and how can we clear it?”
And that mindset doesn’t just benefit the company. It turns average jobs into growth journeys that people actually want to stay on.
What does “enablement” really mean in the workplace?
In a workplace context, enablement means removing obstacles and giving people what they need to move forward. It’s the professional version of Mario eating a mushroom. Suddenly you’re stronger, more resilient, and capable of hitting higher goals.
But instead of power-ups, workplace enablement looks like:
- A kick-off meeting with SMART goals and zero jargon
- A team Wiki that’s organized and up-to-date
- Dedicated time each week for courses or job shadowing
- A manager who says, “Here’s how to improve this” instead of “This missed the mark”
- A culture that says “try again” instead of “don’t mess up,” treating mistakes as learning moments, not career-ending events
The best managers don’t hoard control, they share power. That’s the real magic of enablement: creating conditions where people can self-manage.
What is a performance enabler?
A performance enabler is anything that turns potential into performance.
It can be a person (hello, Ted Lasso-level manager), a tool (a well-designed LMS or dashboard), or a process (like structured feedback or personalized upskilling pathways).
Examples of enablers:
- A killer onboarding process that doesn’t make new hires feel like they’re solving the Da Vinci Code just to find their Slack login.
- Learning programs tied to real career moves, not generic eLearning modules.
- 1:1s with real conversations, not just status updates, but honest chats about goals, blockers and growth.
- A culture of safety where people can admit mistakes and grow from them (cue every Ted Talk ever).
Performance enablers help employees thrive and thrive faster. Not just survive, but to level-up in pursuit of organizational goals. Think of enablers as portals you need to unlock the full potential of your team, department, and wider company.
The five stages of performance management: Now with more enablement
Traditional performance management is like an outdated GPS. It tells you where you should’ve gone after you’re already lost.
On the flipside, enablement is more like Google Maps’ live updates: responsive, helpful, and constantly improving the route.
Let’s reimagine the five stages for enablement:
Stage | Traditional Approach | Performance Enablement Approach |
1. Planning | Set annual goals | Co-create adaptable, clear goals tied to real business needs |
2. Monitoring | Watch KPIs from afar | Check in regularly and clear blockers as they arise |
3. Developing | Fix performance gaps | Grow strengths, provide skill-building and stretch assignments |
4. Rating | Score employees annually | Reflect on growth, coach for impact, not just rank |
5. Rewarding | Pay raise once a year | Continuous recognition, clear growth paths, peer praise |
Example in action: Consider a new data analyst joining a company. Traditionally, they might receive a brief orientation and be expected to deliver results quickly. But in a performance enablement model, they’re:
- Paired with a mentor from day one.
- Provided with a tailored learning path focusing on necessary tools and methodologies.
- Engaged in regular check-ins to discuss progress and challenges.
- Given recognition for milestones achieved, fostering motivation and engagement.
This approach integrates the employee into company culture but is also set up for long-term success.
Dive into what it takes to build a strong sales enablement strategy and culture. Listen now.
How performance enablement supports the employee lifecycle
Let’s zoom out and see how performance enablement transforms each stage of the employee lifecycle.
1. Attraction
Employees are no longer wowed by ping pong tables. They want growth, flexibility, and meaning. Showing that you support development attracts high performers who want to build a career. Not just clock in.
Enablement move: Highlight career paths and development culture in your job posts. Show that you’re the kind of place where people don’t stagnate.
2. Recruitment
Hiring for potential or pedigree? That’s enablement at the gate. Instead of only hunting for unicorns, performance-enabling orgs look for curious learners, adaptable thinkers, and value alignment.
Enablement move: Design interview processes that screen for growth mindset, not just resume bullet points.
3. Onboarding
This is your first impression, so make it count! A great onboarding experience boosts retention by 82%. Done poorly, it’s like tossing someone into Survivor without a map, alliance, or water bottle.
Enablement moves:
- Role-specific learning paths
- Early wins that build confidence
- Mentorship or buddy programs
- Real-time feedback loops
- Introduce them to people, not just policies
Think less “read the handbook” and more “welcome to the team, we’ve got your back.
4. Development and upskilling
Let’s say your employee is the Katniss of customer service; sharp instincts, big potential. Are you going to give her more arrows (training)? Or just expect her to win the Hunger Games with a stick?
Enablement moves:
- Offer microlearning, coaching, and shadowing
- Make development part of the weekly flow, not a once-a-year event
- Align learning with future company needs so everyone grows together
High-performing orgs don’t hoard development, they democratize it.
5. Performance conversations
Instead of waiting 12 months to deliver a monologue, performance enablement favors short, frequent, two-way conversations.
Enablement moves:
- Replace the dreaded annual review with monthly reflection
- Use real-time tools to track progress and talk about obstacles early
- Recognize effort and experimentation, not just polished outcomes
6. Retention and engagement
People stay where they feel seen, supported, and making progress. Yes, even more than when they’re getting free snacks.
Enablement moves:
- Give visibility into career paths
- Celebrate small wins
- Offer internal gigs, special projects, or lateral moves
- Actively check in: What do you need to succeed now?
Gallup reports that employees who feel supported in their development are 2.9x more likely to be engaged.
7. Reskilling and redeploying
When market shifts happen, companies need people who can pivot. That’s only possible if you’ve built a culture that supports learning and adaptability.
Enablement moves:
- Identify future skills and start building them early
- Let employees try new roles through short term projects
- Normalize reskilling as a career move, not a demotion
If Ross can pivot a couch, your team can pivot careers. But only with the right support.
8. Offboarding and alumni engagement
A performance-enabling organization doesn’t ghost people on their way out. They turn them into future ambassadors or even boomerang hires.
Enablement moves:
- Do thoughtful exit interviews that improve the employee experience
- Offer career transition resources
- Keep in touch via alumni groups, newsletter, or events
The business impact of performance enablement
Performance enablement isn’t just good for morale...it’s a measurable business strategy. When done right, it connects employee growth to bottom-line results.
That’s why high-performing HR and L&D teams are shifting from reactive performance management to proactive performance enablement.
Here’s how it pays off:
1. Higher retention, lower turnover costs
Companies with strong learning and development cultures see up to 30-50% higher retention rates. That’s not just a win for culture, it’s a cost-saving move.
Replacing an employee can cost up to 200% of their salary when you factor in lost productivity, recruiting, and training. But when employees feel supported, challenged, and set up to succeed, they’re more likely to stay.
Enablement takeaway: Invest in performance now, or pay churn later.
2. Stronger alignment between people and business strategy
Performance enablement bridges the gap between individual goals and organizational priorities. When companies understand how their work contributes to the bigger picture, and are given the resources to deliver, it leads to sharper execution and smarter decisions at every level.
In fact, Gallup research shows teams who strongly agree their goals align with the company’s are 3.6 times more likely to be engaged and 27% more likely to deliver above-average performance.
Enablement takeaway: When people know where the company is going and how to contribute, they move in the same direction, faster.
3. Better performance = better business outcomes
When people know what’s expected, get regular coaching, and have the tools to do the job, they perform better. Period.
In a Deloitte study, organizations that implemented performance enablement strategies (real-time feedback, adaptive goal setting, skills development) were 12% more productive and three times more likely to outperform competitors in revenue growth.
Why? Because empowered employees make better decisions, solve problems faster, and contribute more strategically.
Enablement takeaway: Strong performance comes from clarity, support, and iteration — not pressure.
4. Faster skill development and future-readiness
With roles evolving faster than LinkedIn updates, the ability to build skills quickly is a competitive advantage.
Performance enablement creates a continuous learning environment where employees aren’t just reacting to change, they’re ready for it. Whether it’s through upskilling, reskilling, stretch assignments, enabling performance means investing in the capabilities of your business will need next quarter, not just today.
According to Deloitte, companies that embed learning into day-to-day workflows are 92% more likely to innovate and 52% more productive than their peers.
Enablement takeaway: Grow your people and you grow your pipeline of leaders, innovators, and solutions.
Where Absorb LMS comes in
Performance enablement sounds great on paper. But in real life, you need systems that actually support it. Enter: Absorb LMS.
It’s not just a place to park courses. It’s a way to make learning a part of how people do their jobs, not just something they squeeze in between meetings.
Here’s how Absorb fits into the performance puzzle:
- Relevant learning, not random training: Tailor paths by role, term, or goal so people build skills that actually matter to their work.
- See what’s working (and what’s not): Track progress, spot patterns, and adjust without needing to guess who’s stuck or soaring
- Consistent experience at scale: Whether you’re onboarding 10 people or 1,000, everyone gets what they need to ramp up and level up.
- Learning that connects to outcomes: It’s easier to tie development to performance metrics when everything lives in one ecosystem.
Bottom line? Absorb LMS helps you make performance enablement possible, not just a buzzword. When learning is built into the flow of work, growth isn’t just possible, it’s expected.
Performance enablement is the strategy that sticks
Performance isn’t about luck. It’s about design, not a leap of faith. When you weave performance enablement through the employee lifecycle, you’re not just improving output. You’re creating a culture where people stay, grow, and contribute at higher levels — without burnout, resentment or talent drain.
To borrow from Lizzo: If you want great people to stay, you better “keep them nourished.” Empower them, develop them, see them.
Because when you help your people win, the business does too.
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