If you too think that your performance appraisal methods are not working, it is high time for you to leave behind traditional PMS norms.
That said, here are the top four reasons why your performance appraisal method may not be working as per your expectations:
Unaligned Goal Setting & Management
To acquire goals, they should be defined rightly. Now, there are several methods of goal setting. While some use Objectives & Key Results (OKR), others use the Four Disciplines of Execution.
You should use a process that should certainly be aligned with your business goals. For this, you should dig deeper into your business strategies and choose the best goal-setting methodology.
Lack of Continuous Feedback
For the unintended, continuous feedback mechanism is a key to high performance. Companies that do not prioritize it often face various problems in terms of productivity and engagement among employees.
So, invest in a performance management system that offers features such as 360 degrees feedback.
Lack of Transparency
New-gen employees are curious to know what rating they get, why they got a particular rating and more. If they do not get clarity about these factors, it can lead to disengagement and dropped productivity.
Time-Consuming User Experience
We are living in a time where employees need a consumer-centric experience. Every working individual wants the power of carrying out processes in just a tap or swipe. Need to mention, a small glitch or snag in performance management systems can dissuade employees from using them.
Considering the same, employers must try to implement the right PMS that will never hamper employee experience in the long run.
That’s it.
By making little changes to your performance appraisal methods you will see wonders happening along the way.
