“The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things.”

 – Ronald Reagan

 A Manager would make his/her team perform by putting the performance review into perspective. But it would take a leader to implement an effective performance management system that would enable his/her team to strive in the performance area. The performance review was normally a stressful, tense and anxiety-inducing affair even before the global pandemic and its economic crises impacted the world. With the current situation of existential horror and uncertainty, the apprehension of employees towards performance review challenges went up a notch. When we talk about performance, it is the measure of achievement against a goal. Amid the uncertain Covid world, performance reviews are necessary to strengthen your employees. The notion of it being a razer-focused strategy for identifying poor performance or to hand out raises is not ideal for the moment. So, continue reading to understand what are the challenges involved in remote performance management systems (or performance review) and improve your process taking into account our most important tips to overcome those challenges.

Challenges In Manoeuvring Remote Performance Reviews

  • Face-to-face interactions, which are susceptible to the building of trust, are not found when the meeting is conducted remotely through Zoom or Google meet or any other video calling application.
  • Best employee performance management systems are set up to maintain better communication between manager-employees. In spite of the video calls, remote performance reviews miss out on the non-verbal cues such as body language, facial expression and tone of voice, which are essential for our communication. These cues cannot be clearly read with a video call.
  • Because of not working side-by-side, there is not a clear picture of every little detail of your employees’ performance, thus leading to an incorrect review of employee performance.
  • The remote performance management system employed by your company most of the time is not capable of providing adequate feedback. The success of a performance review depends on helping the struggling employee with feedback and actionable suggestions. Without sufficient feedback, improvement of performance is unlikely.
  • Remote operation demands your employees to work with disparate applications and bridge the gap that comes from not working face-to-face. You, as a manager, will find it extremely difficult and time-consuming to gather information from all of these applications.

Tip To Strengthen Your Performance Management System In Regards To Remote Performance Reviews

Challenges-In-Manoeuvring-Remote-Performance-Reviews

1. Be Compassionate Towards Your Employees

Your employees are going through a lot like you, personally and professionally. What they have now is not a choice but an ultimatum to work from their houses. Most of them are trying their best to juggle meetings, projects and workloads with toddlers, caring for the elderly family members and other personal responsibilities. Also, there is a surge of mental health issues arising from the covid-19 and its social restrictions on society. As per the US census bureau, 42% of surveyed people were suffering from anxiety and depression, which is 11% more than that of last year. Therefore as a manager and the leader of your team, it is crucial to exhibit genuine compassion towards your populace. Let leniency and flexibility become a part of your employee performance management system. Understanding your employees’ work  challenges and supporting them in it, can work wonders.

2. Act More Supportive Of The Employees with a great learning opportunity

During normal times, the purpose of the performance review is to confront employees with subpar performance and clamour for improvement. Keep in mind that the current situation is anything but normal. On finding poor performers within your organization during this time, it is shrewd to investigate what is happening in their personal life that disables them from working to their full potential. If personal disabilities are disarming them at work, make sure to lend a hand in support. Further, when employees falter, don’t be in haste to put them on warning. Instead, offer them a grace period to complete their work that is reasonably time-bound. Erecting a performance management system in these uncertain times, remember the biggest investment of your company is its employees. So make it your most important task to take care of them.

3. An Integrated Architecture For Employee Performance Information

The biggest challenge for you as a performance reviewer, as we mentioned before, is to gather performance data of your employees when multiple application tools are at play due to remote operation. The countermeasure to this is to implement a platform where all the data is collated. When such a digital platform is present, then it is a matter of using AI-powered analytics and automated reports to create a performance review report in a flash. Also, deploying a 360-degree performance appraisal system that makes use of all the employee data will be key in eliminating biased based reward systems.

Conclusion

The global pandemic and the economic crisis that it brought with it gave rise to multiple challenges in the performance review. But with efficient performance management systems that are tailored for remote operations, you could strengthen your employee performance. For creating and conducting efficient remote performance reviews, deploy employee performance management systems like that from Datalligence. Try the trial version now to get a taste of what a high-performance tool can benefit your remote performance review.

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Objectives and Key Results (OKRs) have emerged as a trusted framework for strategy execution among leading companies. Giants like Google, Intel, and LinkedIn have harnessed OKRs to synchronize their teams and propel success. As your organization gears up to adopt this approach, it’s imperative to choose the right OKR software that mirrors your goals. Given the vast array of options in the market, this guide aims to streamline your decision-making process, highlighting essential considerations to help you choose the right OKR software that aligns seamlessly with your organizational objectives.

Understanding OKR Management Platforms

Before embarking on the journey to choose the right OKR software, one must first understand the core of an OKR management platform. While numerous organizations initiate their OKR journey with basic spreadsheets to outline objectives and monitor key results, specialized OKR software offers a more streamlined and productive solution. This software not only enables goal-setting, progress tracking, and result measurement but also facilitates seamless communication among team members. 

When you choose the right OKR software, it serves as a unified hub for managing OKRs, ensuring alignment, and promoting effective performance evaluation.

Factors to Consider when Choosing an OKR Software

Navigating the vast realm of OKR software can be overwhelming. As each platform offers distinct features, it’s imperative to pinpoint what truly matters for your organization. Here are key considerations to ensure your chosen software aligns seamlessly with your strategic ambitions.

Factors to Consider when Choosing an OKR Software

1. User-Friendliness

The quality of user experience is paramount when selecting OKR software. Look for software that offers a simple, clean interface that is easy to navigate and use. The software should be intuitive, even for users with limited technological proficiency. Consider the responsiveness of the design and the availability of clear instructions. Additionally, assess the level of customer support provided by the software developers.

2. Size of the Business

The size of your organization plays a crucial role in selecting the right OKR software. Consider the number of users who will utilize the software and the potential for future growth. Choose a software that can scale with your organization’s needs. This ensures that the software can accommodate your current team size and handle future expansion.

3. Business Goals

Every organization has unique goals and objectives when implementing OKRs. It’s important to choose software that aligns with your specific business needs. Assess the key benefits you aim to achieve through OKR implementation and determine the time frame for accomplishing these goals. Consider the challenges you plan to address with the OKR software. Understanding your requirements will help you streamline the selection process.

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4. Coaching

While the OKR framework is popular, organizations may lack knowledge of best practices and tools. Proper execution and utilization of the OKR software are essential for success. Look for software that offers coaching or guidance from experts. This ensures that you have a thorough understanding of the framework and can leverage it effectively. Coaching becomes particularly important if you’re implementing OKR tracking software for the first time.

5. Integration

Integration with existing tools is crucial for maximizing the potential of your OKR software. Consider the applications used by different departments within your organization and choose a software that offers seamless integration. This allows team members to link their efforts to the overall business strategy and results. Additionally, ensure that the OKR software integrates well with your organization’s performance management tools.

6. Pricing

While pricing is an important consideration, it should not be the sole determinant when choosing an OKR software. Transparent pricing without hidden charges is crucial. However, also consider the value the software offers about its price. Assess the features and functions that align with your budget and organizational needs. 

Take advantage of free trial versions to evaluate the software before committing.

7. Data Protection

Data protection is a critical aspect of any software solution. Ensure that the OKR software complies with major data protection and GDPR guidelines. As the software becomes an integral part of your organization, it will involve sharing sensitive organizational information. It’s essential to prioritize data confidentiality and protection to prevent data breaches.

Best Practices for Implementing OKR Software

Implementing OKR software requires careful planning and execution. Here are some best practices to ensure a successful implementation:

1. Clear Communication

Purpose: Every change, especially technological, can be daunting for employees. Communicating clearly not only bridges understanding gaps but also addresses apprehensions.

Benefits: Transparent communication fosters trust, making employees more receptive to the new software. When everyone understands the “why” and “how” behind the OKR software, they are more likely to engage actively.

Action: Host interactive sessions, disseminate user-friendly guides, and create a feedback loop where team members can voice concerns or seek clarity.

2. Goal Alignment

Purpose: In the vast landscape of company objectives, it’s essential to ensure every department’s goals cohesively tie back to the organization’s overarching mission.

Benefits: This alignment prevents silos and ensures collective effort. When teams see how their goals fit into the bigger picture, there’s enhanced motivation and a sense of purpose.

Action: Organize workshops where teams can collaboratively set their OKRs, ensuring that they align with company objectives. Use visual tools like flowcharts to illustrate the connection between individual, team, and company goals.

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3. Regular Check-ins

Purpose: Continual assessment ensures that the teams remain on track, and any deviations from the set path are promptly addressed.

Benefits: Regular reviews keep the momentum going. They provide opportunities to celebrate small wins, learn from setbacks, and recalibrate if necessary. This agility is crucial in today’s fast-paced business environment.

Action: Implement bi-weekly or monthly review sessions. Use these meetings not just to assess numerical progress but also to discuss challenges, brainstorm solutions, and share insights.

4. Training and Support

Purpose: Merely introducing software doesn’t guarantee its effective utilization. Employees need to feel equipped to use it confidently.

Benefits: Comprehensive training ensures smoother transition periods, reduces errors, and maximizes the software’s potential. A well-trained team can leverage the software’s features to their fullest extent, driving better results.

Action: Offer hands-on training sessions, create tutorial videos, and establish a dedicated helpline or chat support for real-time assistance.

5. Performance Evaluation

Purpose: The data gathered through OKR software isn’t just numbers; it’s a reflection of the team’s hard work, challenges, and achievements.

Benefits: Evaluating performance using this data ensures objective feedback. It fosters a culture where effort is recognized, motivating teams to push boundaries. It also helps identify areas needing intervention, ensuring continuous improvement.

Action: Incorporate a robust feedback mechanism. Celebrate milestones, provide constructive critiques, and use insights to strategize future objectives.

Conclusion

Selecting the right OKR software for your organization is crucial for effective goal-setting and performance management. Consider factors such as user-friendliness, the size of your organization, business goals, coaching and support, integration capabilities, pricing, and data protection. Implement best practices such as clear communication, goal alignment, regular check-ins, training and support, and performance evaluation. By following these guidelines, you can choose an OKR software that aligns with your organization’s needs and drives success.

Remember, implementing OKRs is a continuous journey of improvement. Choose software that allows for flexibility and growth, enabling your organization to adapt and thrive in an ever-changing business landscape. 

For a tailored recommendation and deeper insights into making the right choice, don’t hesitate to talk to our expert coaches. They’re here to guide you every step of the way.

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