Performance Management Strategy Example
Historically, performance evaluations have been rather one-sided. As organizations redefine the way they approach performance management, they may be using unique ways to make an ongoing performance management process more efficient while increasing employee engagement. By broadening the lens, the employee gets a broader view.
Managers give direct feedback to staff and employees listen passively. To support a smooth transition, companies must define the appropriate channels to communicate the changes and set a timeline for when those changes will be announced. By incorporating opinions from colleagues, customers, subordinates and others, the employee can improve the knowledge of how they can be perceived by those with whom they work.
Organizations should form a coalition of support leaders to help deliver the most important messages and gain support for your new process. Communication must be frequent and gradual. Although they vary by organization, check-ins are usually informal performance interviews initiated by the manager or even the employee.
In fact, companies that embrace continuous performance management are implementing check-ins to support employee progress. Check-ins help staff know how to perform against their set goals throughout the year, rather than just receiving feedback during review cycles. Many Talent Management systems allow people to upload documentation for one-on-one meetings with managers to track progress and notes.
With the rapid proliferation of digital channels, many employees are switching to mobile devices to maximize efficiency and serve employees immediately. Additionally, goals can be updated as the organization’s priorities change. This method simplifies target management for workers working in the field.
If the organization has a performance management strategy with a mobile app or responsive design, managers can easily record conversations with the workforce on the go and monitor both goals and progress. This creates synergy in the business community, because people work collectively towards a typical goal. The reason for aligning goals would be to show how each employee within an organization directly impacts the company.
In addition, it ensures that employees create relevant goals that are meaningful to the organization. By providing insight into what matters most to the company and how the individual could contribute, the employee is assured that the work they do is meaningful.