Anand is the CEO & Product Owner at Amoeboids.
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Effective performance management is an important factor in the success of any team. Performance management has different definitions based on the industry it is applied in, but some common threads run through them. One of them is improving the performance of the organization; another one being centralizing information to render it easy for analysis and reporting.
In this era of real-time results, understanding how HR can unlock the potential of their team and drive success and enhanced performance is crucial for success. This can help organizations build an active workforce that reacts quickly to market conditions and emerging opportunities.
Defining Performance
Needless to say, employees can’t live up to expectations that don’t exist, and hence, expectations are set based on arbitrary values. Sometimes these goals can be easy, sometimes tough, but when there is no reasoning that can tie the goal to the expectations of the organization, employees end up performing their duties mechanically. Innovation and success cannot thrive in such environments.
That’s why having a clear vision is important for any organization. Employees, with the help of their managers, can derive their goals from the overall mission and fully understand the contribution they are making to the success of the organization. Clearly outlined goals that help in defining performance help guide teams toward efficient performance management.
One of the most popular ways to do so is using goals, and in particular, OKRs. According to research from my company, Amoeboids, about the future of work, over 44% of HR leaders believe it's important to align current performance management systems with the OKRs of the organization. Gallup, for instance, often recommends clients use OKRs. Communication is the key here, as it requires employees to align their goals with that of the organization. With proper management, OKRs can help teams embrace a growth mentality and be eager to improve their performance.
Increasing Feedback, Decreasing Confusion
Employees might feel they can't approach their managers for a small issue—and this concern is amplified in the working-from-home scenario. Therefore, managers can check in with their team members to measure their progress and provide constructive feedback.
Good performance feedback enables employees to be confident about their primary skill sets and urges them to work on their secondary proficiencies. But following the traditional method of performance management where feedback is given only once a year doesn't allow for this. Coaching and continuous feedback can help improve the motivation levels of employees and enhance their productivity.
Managers can have regular one-on-ones with their team members and have an honest discussion about strengths, issues faced, wins and areas of improvement. Once managers have enabled their team members to understand the situation and pointed out the positives, they can ask for feedback on their performance.
By having an honest conversation about the managerial aspects of the job with team members, managers can see areas where they can help and where they can improve. It also provides an avenue for employees to voice any concerns that can then be addressed.
Reviewing Amongst Employees
Peer reviews allow employees to praise their colleagues for the good job done and point out areas of improvement. These can give a clear picture of the team’s workings to the manager, who can then use the information to help them strengthen their plus points while finding ways to help them improve in aspects they’re lagging. By treating these messages as confidential, managers can gain the trust of their team members.
Ensuring Recognition In Real Time
When an organization institutes continuous feedback as a part of its performance management process, it must start a real-time recognition system too. Consistency in affirmation is as important to performance management as highlighting areas of improvement—the former instills the drive to succeed and the latter points the direction.
Settling On A Meeting ‘Diet’
Meetings can feel like a chore—and they can't be avoided in a work-from-home model. Instead of resigning to their fate, managers can plan with their team members and organize meetings that are quick and to-the-point. These meetings can be held at any convenient frequency, but sticking to that frequency is important. Here are some of the items that can be discussed during these status update meetings.
• Positives that happened during the previous cycle
• Areas that need to be worked on
• The next phase of a project and milestones
Managing Performance Through Software
There are plenty of performance management solutions on the market, but not all of them will suit an organization. There are cases where even after investing millions, organizations didn't have their performance management right. HR leaders need to understand what approach and tech will benefit their employees the most.
The main problem here is adoption. Employees are occupied with their day-to-day work already and asking them to learn how to use a new tool to manage their performance can sometimes be too much to ask. The learning curve and other factors make it difficult for employees to be consistent, and adoption rates fall over time.
That’s why using tools that can integrate with the current tools used by employees have a higher chance of adoption. A good performance management system or tech for the organization is one that offers ease of use, provides quick and actionable items, and fosters employee development. It should help employees stay on top of things and allow managers to provide focused assistance whenever necessary.
Making The Most Of Performance Management
Effective performance management tools and processes allow improved collaboration between employees and teams. Managers can help their team members address any concerns, issues or ideas they may have in any way they can. This process of effective performance management may seem simple, but it can make a huge difference in the day-to-day life of employees. By using performance management processes efficiently, organizations can make the most of the abilities of their employees. With proper recognition and encouragement, employees can be more than just the strength of their numbers: They can help the organization reach heights it hasn't scaled before.
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