Performance management is one of human resource’s driving forces when it comes to the success of a company. Performance management is essentially the process of continued support, communication and feedback between a manager and an employee for optimal success within the organization. The workplace environment is changing in several ways, and for companies to remain successful, performance management should continue to adapt to this change. In fact, traditional ways of performance management may not even be as effective as before. Organizations cannot effectively manage their employee’s performance due to remote working. In this article, we will highlight the ways performance management is changing within companies and how it currently affects the workplace.
Technology and its Flexibility
Since most companies have adjusted to remote and hybrid work, there is also an adjustment in the way that feedback is now presented to employees. In most cases, performance feedback is now provided through technology. While this can be uncomfortable for those accustomed to using traditional methods of conducting meetings and check-ins, this is the new norm for many and can be effective. Technology gives employees the opportunity and flexibility to engage in meetings wherever they are and is a productive way to stay connected throughout the workday. A quick call or a swift virtual meeting can be much more effective for personalized feedback and conversation than waiting days or even weeks to schedule a meeting.
Normalizing More One-on-Ones
Many companies pride themselves on giving employees the room they need to succeed. However, it has been proven that more one-on-one meetings improve employee performance levels. This also ensures the employees that they have constant support by their company and superiors. With more one-on-one meetings, employees receive feedback specific to them and it gives them the opportunity to ask direct questions to their managers without the pressures of others. This practice can also benefit the managers by allowing them to truly get to know their employees and gain insight on what they need to thrive in the workplace. Overall, this improves the structure and function of the organization, resulting in great outcomes for everyone.
Recognizing Employees More
Naturally, companies will recognize their employee’s work and achievements every few months or when a project is complected. A few companies have even stuck with the annual review cycle instead of doing more frequent reviews. However, as of recent, managers are to beginning to give their employees more recognition and even small rewards and incentives for their hard work. Doing this can increase company morale, performance, and even the company culture. Positive reinforcements are keen for this generation and workplace environment since the pandemic has caused a shift in workplace normalcy. Employees like to be recognized for their hard work and in turn, more efficiency and the quality of work should increase.
Goal Setting and Development Inclusive to Employees
Annual goal setting within a company is a tradition and practice that has occurred for years. While this is important for businesses to succeed and even more important when the goals are achieved, many times they may not be achievable or even important after a few months. Many employees feel that the annual goals aren’t beneficial to their personal growth and goals. Goals that are set without much input from the employees can result in a lack of inclusion and motivation entirely. It is important that companies set goals with their employees and implement development strategies and plans that are relevant and inclusive to everyone.
All in all, traditional methods that have thrived in the workplace before may not be as successful today. The current state of the world has demanded a change in the workplace, furthermore, affecting organizations. Performance management has become more crucial than ever and can make or break a company’s workplace culture. Millennials and younger generations are rapidly entering the workplace and demanding change, requesting transparency and feedback to efficiently develop and succeed. With this change, organizations will have to break ineffective performance management implementations and traditions, and instead focus on the employee experiences to stay current and successful in today’s culture.