Category: Performance Management

Performance management can be a comprehensive and time-consuming process. Hence, every organization has a performance management process or tool in place to get the best out of their employees. Efficient performance management of employees helps organizations become successful, while it helps employees grow personally, and professionally. Continue reading “8 Key Features to Look For in a Performance Management Tool”

Conducting a performance review discussion need not feel like rocket science. Every time it looms large, performance reviews tend to have a similar effect on all employees: shooting up their level of stress.

Continue reading “Conduct an Informed Performance Discussion”

Employee performance review is one of the most popular practices in today’s world for evaluating employee performance.

Continue reading “Teamwork Challenges Because Of Performance Reviews”

Performance reviews are often rigged with biases. It is an inescapable fact, mainly because we are human beings and some of these biases spring from just being us.

Continue reading “Don’t Let Recency Bias Affect Your Performance Discussions”

As restrictions are being lifted across the world and people are slowly transitioning back to work, regular work life is forthcoming for many. Businesses that have been struggling with social distancing, isolation, remote working and so on, will finally be able to resume functions, though normalcy will take a little more time.

Continue reading “Getting Back to Work Post COVID-19: 7 Things to Consider”

What is the purpose of performance management? We all can agree that the main purpose is to assess employee performance and help them improve themselves in the future. But is this the only motivation behind conducting performance reviews from time to time? One of the reasons why performance management systems don’t work is that employee compensation is often tied to their performance reviews.

Ideally a performance management system should make sure that the workforce in an organization stays on the same page and receives guidance to perform better whenever possible. And when employees go out of their way to perform and improve organizational productivity, they should be rewarded and recognized. Instead, many companies end up doing something thats completely opposite.

HRs face the pressure to simplify and make the most out of their performance review systems. 58% of organizations rated their current performance management systems as “C Grade or below”.  Why have our performance management systems become ineffective in a way that frustrates current employees and decreases their productivity? Here are a few reasons why the performance management system in most organizations could be broken even with the advent of technology today.

Annual Performance Reviews

No matter how advanced the technology is, and how many performance review software support frequent performance reviews, it always depends on the administration of the organization when to conduct performance reviews. Most organizations have performance reviews at the bottom of their list of priorities.

Reasons can be different for different managers but the motivation is same. No one wants to spend hours to evaluate someone’s performance. They do not focus on improving it. They often stick to annual performance reviews because: one, they happen only once an year and don’t require a lot of time; two, they can be easily tied with compensation and will help the management do their little saving based on employee performance.

This approach is far beyond broken, it is ancient. Annual performance reviews were actually designed so that both the employees and the company could benefit from them. But most HR leaders agree that this practice isn’t just ineffective but also damaging to the organization. It is not just because of the process itself but because of the way it is being carried out.

Ineffective Goal Setting

Goal setting is a very important aspect of performance reviews. If you cannot set effective goals for employees based on their job role in the department and in an organization, goal setting is of no use.

One of the most common problems that employees face during performance reviews, with regards to goal setting is that their individual goals aren’t aligned with department or organizational goals.

Also Read: Are Your Employees Setting Effective Goals?

A manager is responsible for setting effective and measurable goals for their team. One of the most popular approaches for goal setting is OKRs. OKRs stand for ‘Objectives And Key Results’. OKRs are a popular approach for goal-setting which allows employees to execute individual and organizational goals.

OBJECTIVES are something that you want to achieve,  and KEY RESULTS are a measurable way to keep track of how close you are to achieve your objective.

Also Read: Top Companies That Adopted OKRs

Biased And Infrequent Feedback

When employees don’t receive honest or enough feedback, they have no scope of developing themselves. One of the most underrated problems with performance reviews is biased and infrequent feedback.

Did you know that 89% of HR leaders believe that frequent feedback, employee recognition and check-ins lead to organizational success. If you want to make the most out of employee feedback, it is very important to formalize and regularize the process. There could be many situations when you’re working with a team where giving and receiving feedback becomes vital for the team to function effectively.

Also read: Is Employee Feedback Really A Waste Of Time?

Neglecting Employee Engagement And Employee Development

Most performance management systems forget to focus on developing employees and help them excel in their careers. It is important to also focus on improving employee skills.

Employee engagement has a direct impact on things like productivity, customer retention etc.  There are many ways to keep employees engaged. Employers normally like to praise and recognize employees or give them rewards. One other way of fostering employing engagement is to help  build a learning culture in the organization, one that helps employees grow as individuals and also helps them develop professionally.

Also Read: The Role Of Regular Feedback In Continuous Learning

No 360 Degree Feedback

Another problem with performance management systems is that they do not utilize peer feedback.

When you receive feedback from your manager, it is based only on their perspective. A manager’s feedback usually depends on whether or not an employee reaches their set goal for a period of time. Peer feedback gives you feedback from various sources on various aspects of your work. Moreover, team members know how their peers work better than the managers do. Their solid feedback helps you realize the areas of your performance that specifically require improvement.

This practice allows team members to understand each others’ strengths and weaknesses better and collectively work towards improving the team productivity.

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The Coronavirus has affected the way we work today and for months to come. Unprecedented events require unprecedented measures. We at engagedly believe it is our responsibility as socially conscious corporate citizens to help equip organizations with additional tools and resources during this time of crisis.

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Get in touch with us to know more about the free remote working tool-kit. 

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Organizations these days are slowly including 360 degree performance reviews for evaluating their employees. This takes a shift from one-to-one feedback to an overall balanced feedback from multiple sources. It removes the biases involved in the traditional approach and helps in self-development by uncovering a lot of useful employee insights. Thus, it becomes crucial for organizations to implement it rightly. Continue reading “Implementing a 360 Performance Review”

There are teams and then there are high performance teams.

Continue reading “What Makes A High Performance Team?”

Organizations worldwide have one major objective in common, that is getting the best out of their employees. To improve employee performance, every organization has efficient performance management in place. Performance management is used to check whether employees and managers are aligning their goals with organizational goals, which results in promotions and salary increments of everyone. It is an ongoing process between a supervisor and employee that occurs throughout the year. But is it enough? 

Continue reading “Are 360 Reviews actually good for performance management?”

In most cases, performance discussions are highly dreaded because of how much impact they have on our promotions and salary increments. But they don’t necessarily have to be that way.

Continue reading “How to Conduct Performance Discussions with Ease and Precision”

Organisations constantly strive to standardise their administrative processes and tools to improve their overall efficiency. But are the organisations doing performance review right? Here are a few ways to find out!

Continue reading “How to Implement an Effective Performance Management System”

If you have recently taken over the role of a manager and are required to review the performance of your team, how do you prepare yourself for the review meeting? The performance review process consists of various responsibilities which include setting smart goals, assessing the employee progress and monitoring it constantly.

Continue reading “Employee Performance Reviews: A Guide For New Managers”

In today’s corporate world, we are quite sure of one thing. It is mandatory to have a performance management process in place. If cultivated right, it motivates employees and aligns them with the company’s goals.

Continue reading “Why You Need A Real Time Performance Management Software”

Mergers, layoffs or natural calamities, whatever the crisis maybe, everyone’s initial reaction is the same. You feel like your being pulled under or you’re swimming in an ocean with no sign of land anywhere. With COVID-19 ravaging across the globe, this is how most employees are feeling.

Continue reading “How You Can Manage Your Team During A Crisis”

With COVID-19 rampaging through the world, most of the organisations have called it an emergency and have asked their employees to work from home. But are we ready to tackle such an emergency? Do we know what to do, in the face of such a situation?

Continue reading “Communication Is The Key Through Any Crisis”

The rapid outbreak of the novel coronavirus has become significant business challenge. Some businesses are finding it difficult to perform their contractual obligations despite their best intentions. 

Continue reading “Combating The Corona Virus – The Small Business Edition”

In the recent times, the concept of OKRs has thrown the corporate world into a frenzy. It has refurbished the idea of goal setting and how they need to be pursued.

Continue reading “Be An OKR Master in 2020”

One of the most important things that should be on every organisation’s agenda is continuous performance management.

Continue reading “Here is Why You Should Get a Performance Management Software”

If you’ve been keeping your ear to the ground with respect to HR Tech news, you’ll know that there’s a slow revolution taking place with respect to employee performance management and 360 degree feedback. The performance review process is being not so quietly being linked with 360 degree feedback.

Continue reading “360 Degree Feedback And Performance Reviews”

Negative performance reviews can blindside even the most prepared of employees. You walk into a review expecting good feedback or at the most, mixed. But when you are faced with a barrage of negative remarks, the extent of the negativity might take you by surprise.

Continue reading “How to React To A Negative Performance Review”

Performance reviews are undeniably an essential part for the smooth functioning of every organisation. But in most cases, the process stops there. As managers, are we helping employees stay motivated and use their talents to the fullest? Or in other words, are we able to manage employee performance?

Continue reading “It’s About Performance Management, Not Just Review”