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Performance reviews are often seen as destructive across organisations as they reflect past performances rather than looking ahead to what employees can achieve. However, this needn’t be the case: performance reviews can empower employees to make a change and develop their careers for the future.
Don’t let performance history repeat itself
Appraisals have long been seen as negative, time-consuming and something to be dreaded. Managers would spend as much as two hours on each of their team members’ appraisals. This could add up to the bulk of a working week depending on the size of the team and frequency of appraisals.
It was not just managers that were frustrated by the lengthy process of performance reviews; employees were too.
Just a year ago, 78% of respondents surveyed by Kallidus believed that their performance management process could be improved – and over half of respondents stated that their organisation did not use an online management tool.
There seemed to be a mismatch between organisations and employees; employees recognised the need for an online tool, but organisations were not fulfilling this expectation.
It is time for change
It is clear that something needs to change.
89% of employees believe their personal performance within an organisation would improve significantly is their performance management process was changed. Management has been shown to agree with this, with 32% of managers agreeing that ‘more time is spent on process than meaningful conversations’. There is recognition that performance management processes need to be improved so that the outcome of appraisals is more valuable.
Line managers are the key to success when it comes to such an incremental change in the culture of performance reviews. If they can accept a new approach with a positive attitude, their teams will also be motivated to accept the change.
Managers should be provided with information and case studies to be made aware of the strengthened bonds between teams as a result of constructive appraisals – teams will be provided with an understanding of the shared goals of the organisations, and how they can personally contribute to this.
Perform for the future
As performance management practices are becoming more dynamic and agile compared to that of previous years, conversations between managers and their team members are taking place on a more regular basis.
This is a more continuous approach that has recently been embraced by organisations – directors, managers and employees have proven to have a more positive attitude towards performance management when progress can be monitored across the year.
Adopt culture changes
Online performance management tools provide a documented audit trail of achievements which can be very useful in tracking a team’s accomplishments. Previously, organisations would see a boost in efforts in the lead up to appraisals, but by continuously monitoring and recording your employees’ efforts, you provide them with the opportunity to achieve more, knowing that their efforts will be recognised.
The movement to smarter performance management systems results in a more positive shift from talking about people, to talking with people.
With two-thirds of Kallidus respondents agreeing that performance reviews make them feel more motivated and engaged in their personal roles, you can be assured that successfully delivered reviews are valuable to an organisation’s growth.
Shalmali