In spite of having a great process and procedures in an organisation, everything narrows down to people. It is important to have effective performance management and an employee engagement system to create a high-performance culture. Many organisations try innovating their performance management process continuously but there is never a right solution.
Having a dynamic workforce and also millennials and Gen Z in the workforce it is a great challenge for an organisation to create a program that fits all and one-size-fits-all will not work anymore
Successful organizations have great performance management programs. They have given away the Annual Performance Management and transformed it into a Continuous Performance Management program.
Performance management is a process where an organization measures the effectiveness of an employee and understands their contributions to the organization. This also gives an opportunity to create training plans and bridge the gap between what is expected Vs what is actual. performance of an employee is rated against rating parameters set by an organization, and they are rewarded with salary increases and benefits.
Why is performance management important?
Performance management is highly important for any organization to understand where the resources are utilized and how effectively they are utilized. For an employee, this is the platform where they can share their reviews and also feedback on their role, responsibilities, and also about the at-work culture. Feedback is given and received during a performance review.
Performance review when done continuously becomes a feedback mechanism by itself, that helps teams to monitor and track progress and the feedback given continuously increases employee engagement and which results in an increase in productivity. Gone of those days when the performance management system was done annually, today it has changed to a continuous system.
When the feedbacks are multidirectional or both upward and downward it creates a sense of trust and leaves a safety net around the team to achieve the ambitious goals.
Since the performance management outcome is compensation and benefits it affects employee morale and motivation when not done right it also creates a negative impact there is ambiguity in the process. It is important to have a process that satisfies and motivates most of your employees.
Performance Management Ideas
Here are a few ideas that help the organization create a positive work culture. Now the teams are working both remote and hybrid. Hence, it is essential we have a transparent practice that connects every single individual of an organization.
1. Job description
Having clear Job descriptions is the first level of communication an employee receives from the organization to clarify his roles and responsibilities.
This clearly indicates what is expected out of the role that he is set out to perform and also understanding the skills and competence required to perform that role.
2. Communicating the vision
When Vision is communicated it makes a clear impact on employees and they understand what is the organization’s vision and how are they expected to deliver that. Sometimes organizations fail to communicate the vision to the employees, this will lead to assumptions and ambiguities.
3. Setting clear Objective
While you are part of a team it is essential to know what your deliverables are. Once we know the objectives we can set our course of action accordingly. While most organizations struggle to set the objectives for every single employee. If not with great articulation it is essential you have an objective set along with some measurable key results. Once there is clarity on what is expected out of an individual it is easy to create action plans.
Setting objectives is important as it is the form of communication between a manager and the employee there should not be any surprises at the year-end or the quarter-end on what was expected and what was delivered.
4. Feedback Culture
Building a feedback culture is important and it eliminates people-related conflicts and serves as the backbone of employee engagement. When an employee receives feedback be it positive or negative they stay communicated at the same time connected to the purpose. Having bidirectional feedback also creates a healthy organizational culture.
Do you know the increase in employee engagement increases 21% of organizational profitability so it is very important that we inculcate a feedback culture inside the organization?
“Make feedback normal. Not a performance review.” – Ed Batista
5. 360-degree Performance management.
The next important method of performance management is this 360-degree Performance Management. This allows employees to do self-rating and also get rated by their manager subordinates and also peers. While doing a 360-degree performance review mainly eliminates the bias. The review is based on the relationships and the performance level of an individual. It is transparent and gives the rating from all the other raters so an employee will see a clear rating that has some bias. It helps people to understand their gaps from all levels and stay corrected as required to the role. This will help them to understand the skill and competence required to perform a job.
6. Conducting Reviews
It is important to have continuous reviews within the team. These meetings help in receiving feedback from both sides. It is ideal to conduct 1:1 meetings bi-weekly. We remain focused and also these meetings increase the accountability of an individual and improve managerial effectiveness. These reviews also give a clear indication of the resources required to complete the deliverables
7. Implementing Performance management Software
Being a critical process to an organisation, it is important that it is rolled out seamlessly implementing and performance management software helps organizations to track performance share feedback, and celebrate success instantly. Now that the teams are working both hybrid and remote, they need a platform to share their feedback reviews, and suggestions.
Setting the performance measures in the platform and reviewing them constantly provides a clear indication of then we are progressing currently. An individual or a manager can pitch in if we are not off-track or reward or recognize an employee if he is on on-track.
Conclusion:
Datalligence performance management software provides a smoother and simpler solution to the critical requirements of an organisation. and departmental performance. 1:1 meetings conducted on the platform get recorded and highlight the gap between what is expected and what is the outcome.
We have come a long way from MBOs to OKRs. OKRs are a well-proven framework and a powerful tool to measure business as well as people performance. Datalligence OKR-based performance management system in the best solutions organisations are looking for.
Our performance management coaches will help you to understand that requirement and the culture of the organization to help you digitize the designed performance management solution.
