Human resource management team manages the workforce. There are many layers that are taken care of by the team. Performance management is one such annual preview that scales out the employees performance. Statistics state that there are 82 percent of the HR leaders that believe in performance management. They believe that performance review plays an essential role in determining the overall performance of the organization. Each organization has their own way to mark KRA and KPI.
However, there are a few questions that can help in establishing a well equipped performance management system within the organization.
Let’s list a few such questions that can help in gaining a better insight on performance management :
- Why is it important for the organizations to conduct a regular employee performance assessment ?
- Why is it important for managers to act like a coach ?
- How can HR software help in implementing performance management ?
- Change and improvements go hand in hand
- Why is it important for the organizations to conduct a regular employee performance assessment ?
To understand the significance of a regular performance review the very first step is to highlight the distavantages of an annual performance review system. Here are five such elements that highlights the disadvantages of an annual performance review:
Lack of relevence:
If performance review is done once or twice a year. The employees might feel stagnant. Most importantly, any hurdles which was faced by the employee in previous session is the story of past. These hurdles if not resolved in time has the potential to slow down the growth of the employee. This is why it it important to maintain a regular feedback loop. It motivates the employee as well as assists in resolves the challenges that has affected the performance of the employees performance.
Too much information
It is essential for the employees to ensure that the employees are motivated to continue with the good work for better results. If a performance review takes place once a year it has a lot to cover. It requires the HR team and the managers to take care of the entire years data. Which in a way focuses on the achievements and the set backs in the past. It ends up mixing the records. A long list to evaluate the performance of the employee can end up in ignorance. As dealing with such huge list for the employees can end up in avoiding the imperative details of the employees.
Regular informal feedbacks
If considered logistically, addition of more assessments can result in a heartburn. However an informal feedback that can assist the employees to improve their performance. According to a survey , almost 61 percent of the employees prefer an informal feedback after every project. An informal feedback motivates employees to work with more derived passion and enthusiasm. Let’s list a few goals for one on one informal evaluation:
- An informal feedback assist in understanding the hurdles. It manages to eliminate the roadblocks without any fuss.
- An informal session helps in discussing growth and development opportunities with a friendly approach.
- It provides an opportunity to continuously coach the employees.
Let’s list the goals of an informal meetings:
- An informal feedback session lowers the pressure of the employee. Such sessions can help in identifying strengths and improve performance in a short period session.
- It encourges the employees to open up with honesty about the troubled areas,
These are a few pointers that can assist in providing a better insight on the importance of a regural performance assesment.
Also Read: 5 Key Rules Of Performance Management For A Diverse Workforce
Having said that, the second question that comes in the picture is
- Why is it important for managers to act like a coach ?
Managers play a very efficient role in building one’s career. Feedback sessions which can assist in management of the performance of the employee.
A positive feedback is hard to find
A frequent check ins with the managers can assist in regular checking of performance. It increases in improving employee engagement. Improvement in performance management isn’t an easy job. However, a frequent assesment builds a transperent bond between the employee and the employers. The content of the feedback has to be ensured that it is meaningful and aims in guiding the employee towards growth and development.
Let’s list three roadblocks that has an affect on performance management:
- The potential of the managers to coach the team and open a platform for honest platform for discussion.
Let’s point a few elements that can assist in framing a successful platform for coaching
Engagement in two way conversation
A conversation rather than a monologue is always the best way to communicate. A performance management system which provides the employee a friendly platform to discuss the challenges. It encourages the employee to share their perspectives and highlight issues that needs to be addressed on a priority note.
Clarify expectations
Employees or employers expectations has the potential that confuse over responsibilities. In recent times lack of calirty has caused regress in the performance of the employees. Clarity in responsibilities can decrease anxiety and ensure an active engagement of the employee.
Acknowledgment of employee emotions
A study reveals that encouragement of the managers can help in maintaining a healthy worklife balance for the employees. It helps in building trust and ensure that they care and empathize with the situations.
- How can HR software help in implementing performance management ?
Establishment of the best performance management system isn’t an easy job. To establish the performance management system there are a few steps that can be taken as the blueprint:
Formal performance review
An automated review system clubbed with the assistance of HR technology can assist scheduling review meetings and peer feedback templates. It provides access to the employees to track their own performance.
Impromptu assessment
An impromptu assesment helps in scaling the growth of the employee. A regime of an quaterly checkins for promotions and development of major projects provides a clear picture for the employer and the admin team to make unbiased decisions.
A well equipped performance management system helps the employees to shine with bright colours. As it provides the required guidance for growth within the organization.
