Modern Performance Management that Boosts Engagement
Modern performance reviews have a positive impact on motivation, productivity, and employee engagement.Creating a path of continuous improvement and development shows positive outcomes of successful performance management.An organization who effectively communicate expectations experience higher performance.
Higher productivity and motivation through performance management
Performance management has drastically changed during the last couple of years. It has moved from only measuring performance to adding focus on engagement, culture, and the capability of managers. The process of performance management has historically been structured primarily to meet organizational needs. Often with no clear method for actions, and performed only because it is expected. The use of modern and more effective performance reviews has shown a positive impact. With higher motivation, productivity as well as employee engagement.
Uncover information that supports and boost individual performance
Traditional performance management is performed as a yearly review. Where organizations hold employees accountable to their performance standards, over the past year. A process that takes a lot of effort and time, adding in most cases very little value. Employee evaluation should uncover information that can support and boost individual performance. A way to make sure that employees, managers, and the organization are all on the same path is agile goals. Agile goals are not static and are constantly updated when and if circumstances change. This makes it easier to make sure every level of the organization is moving towards the same goals.
Attract top talent with the right path of improvement and employee development
Your organization's view of performance evaluation will attract top talent in a competitive market. At the same time, it shows your employees how they can work and grow to achieve their full potential within your company. Driving engagement and creating a path of constant improvement and development. This is only one of the positive outcomes of effective performance management. Try coaching your employees constantly to learn from failure as well as success. Do not forget to add performance appraisal into the process.
Our employees are always our main focus and by using Eletive, we can track our employees' engagement in real-time. The information that everyone gets from the platform serves as an excellent base for meaningful and continuous conversations between our managers and employees. In addition, we use Eletive to set and follow up actions for both employees and teams.
Align your employee evaluation process with your company values through continuous feedback
When developing a performance management method, it is important to estimate what works for your organization. The aim is to build a performance review process that aligns with your company values and business strategy. Make it easy and clear enough for managers and employees to understand and associate with. Many organizations choose to move away from the yearly performance reviews. Instead making it a process of continuous feedback between the company, managers, and employees. Every individual within the organization should have a clear path for improvement.
Create a higher organizational performance with communications training
The use of communications training for employees and managers is an effective way to set forth expectations within the organization. Use effective communication in combination with supportable data retrieved from constructive employee feedback. This helps to keep your performance management process up to date and simplified. Many organizations use the feedback received from employee engagement surveys, 1on1s, and analyze in combination with measured performance. An organization who communicate expectations effectively experience higher organizational and individual performance.
Use relevant performance management data supporting your hiring and firing decisions
Every individual within the company has different perceptions of what they need to perform on the top of their capacity. These perceptions can be fulfilled and understood through effective performance management. Managers uncover information supporting their hiring and firing decisions, with the use of relevant data. At the same time, employees get the opportunity to receive feedback. Often about their performance making it easier to estimate their compensation and opportunities.
Train your managers in performance management to create a high performing workforce
Many top leaders view performance management as a waste of time. Often because they experience, they receive very little value in return. Recent studies show that part of the problem lies in a lack of skilled managers. The capability of managers plays a role in creating the right environment to drive individual performance. Train your managers in performance management, 360 feedback and OKRs or SMART goals to create a high performing workforce. These high performing individuals are more likely to push and help their peers learn and grow, through performance evaluations.
Help your employees understand their contribution using 360 feedback
Evaluating data from months ago makes it hard for organizations to calculate employee’s contribution and performance. An ongoing loop of manager – and employee feedback and development throughout the year creates a more truthful picture. Efficient performance management enables employees and managers to understand their current as well as future contributions better. 360 degree feedback help organizations provide their leaders with meaningful insights leading to a more feedback-based culture. Use 360 reviews to help individuals within the organization easier to identify development opportunities and understand their improvements.
Trigger teamwork using OKRs with your performance management
A big part of performance management is creating meaningful actions to follow up on your employees' and team’s performance. This can seem like a never-ending cycle of administrable heavy tasks. Many organizations struggle with creating actions and goals that make a difference when structuring their performance management process. Objective and Key Results often mentioned as OKRs is a methodology used to effectively measure progress. It is a simple process starting by setting team and company goals (Objectives). These objectives should also be connected to 3-5 measurable results (Key Results). Organizations use this methodology to trigger accountability, communication, and teamwork. The OKRs facilitates the process of creating goals in a focused and transparent manner. Another common framework is SMART goals.