Social Performance Management Is The New Norm

Social_Performance_Management_is_the_new_norm

There’s a new kind of performance management on the block, social performance management.

In our previous article on why performance management does not work anymore, a few of the reasons I mentioned were that: the system was outdated, it did not offer enough feedback and it certainly was not useful, either for employees or for managers.

Most companies have realized that their performance management (PM) systems don’t really work anymore. And they are increasing looking at new ways of measuring an employee’s performance. One of those ways is social performance management.

What is social performance management?

Social performance management or SPM is a spin on traditional social media. On traditional social media, you are able to convey information quickly and also receive a response quickly. You can talk to literally anybody, create interest groups and also state opinions.

A system which is geared towards or created with SPM in mind allows employees to do the same thing. The only thing that changes is the context in which they do it. In SPM systems, employees can share opinions, thoughts, ideas with everyone in an organization. There’s no hierarchy that separates employees and managers and leaders.  They can request for feedback and also receive feedback, in real-time. Managers or employees do not need to wait till the year ends before asking for or giving feedback.

And here is the best part of an SPM system. It’s users can be anywhere and still communicate  with one and other successfully. Employees in different corners of the world can interact with each other as if they were facing each across a desk.

Organizations are slowly but surely adopting SPM systems because they have realized that the very concept of PM is outdated. Some of the organizations which have adopted SPM systems are Hubspot, Mozilla, Hootsuite etc.

Engagedly – Performance Management Redefined

Engagedly’s main goal is to drive employee engagement. And you cannot drive employee engagement if your PM system gives neither employees or managers any say in the process. Here’s how Engagedly’s SPM system can help with feedback, peer recognition, and communication.

Feedback – Continous and Two-Way

In order for feedback to be effective, it needs to be a continuous process. Traditional PM systems have a convoluted feedback process that is of usually no help. They can be frustrating, delayed and insufficient. Not the kind of process that improves employee engagement.

Feedback1

Engagedly’s feedback process is easy. With a few button clicks, you can either give or ask for feedback. It is immediate and therefore, more helpful than feedback which arrives long after the task has been completed.

Communication Without Barriers

Communication among all the employees of an organization is vital. Not just among peers. Leaders cannot be closed off from employees and employees should not have to think of leaders as mysterious, inscrutable figures. Good communication can drive engagement and increase productivity. Engagedly’s communication feature is simple and easy to use. Similar to Facebook, you can post a status which people can comment upon, like or unlike. But Engagedly also goes further than that. You can ask your fellow colleagues for help, share ideas or even share knowledge!

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Peer Recognition

One of the most important aspects of employee engagement is recognizing employees who have done good work and commending them for it. Our peer recognition feature makes recognizing an employee or a colleague a breeze.


 

If you are interested in knowing about how Engagedly can change your organization, request a demo from the Engagedly team!

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