5 Common Performance Management Challenges

 A performance management system helps in managing employee performance effectively and also engaging them to increase productivity. The performance management system has progressed over the years, and today, the system focuses on retaining talents, employee development, innovation, and nurturing future leaders.

Here are 5 common performance management challenges.

Not mastering the art of delivering feedback.

The feedback should not be rude or harsh, but constructive. The feedback should begin with a positive note and then, comes the areas for improvement along with ways to do that.

5 Delightful Rewards and Recognition Ideas

A survey suggests that employees work harder when they feel that their work is appreciated by the organization. How can we let the employees know that we cherish their work? Through rewards and recognition. Both monetary and non-monetary rewards satisfy employees. There is a myth that only monetary rewards make the workforce happy. That is not true.

Here are a few rewards and recognition ideas.

Once you care for the employee, the employee will stay loyal to the company and try his best to help his organization to reach heights.

Major Benefits of Continuous Feedback

Continuous feedback enhances employee experience in an organization, which is vital in this experience economy. As per a Harvard Business Review article, continuous feedback was born when a company named Colorcon, in 2002, switched from an annual feedback system to an instant feedback process. The modern performance management system that leverages technology emphasizes on the benefits of continuous feedback methods and encourages the users to use it frequently in their work.

Here are 4 benefits of continuous feedback.

Thus, implement continuous feedback in your organization to reap its complete benefits.

12 Delightful Benefits of Continuous Performance Management System

“Performance management isn’t dead. The old ways of thinking about it is.”

- Anita Bowness

Continuous performance management systems are increasingly being adopted by many organizations. But the word ‘management,’ I do not mean appraisal. Performance appraisal is just a part of performance management. Other than the evaluation process, the system includes continuous check-ins, 360 degree feedback, etc,. Research proves that the continuous performance management system has a greater positive impact on the company’s growth and development. Here are a few benefits of a continuous performance management process.

Top 10 Benefits of using OKRs

Objectives and Key Results (OKR) is a powerful goal-setting framework that can help you achieve even your stretch objectives. Objectives focus the efforts of all your employees on a common goal i.e, it tells your workforce what to do. Key Results help your company to measure the progress toward the objective. Global organizations like Google, Intel, Twitter, LinkedIn leverage OKR to realize their one major goal that changes the course of the companies.

Here are 10 benefits of OKRs

Productivity is also increased as employees put in more hard work to achieve their key results. Objectives and Key Results (OKRs) can work miracles. Synergita, cloud-based performance management and engagement software, has launched its new product ‘My OKR’ that can help you to set OKRs easily.

Major 10 Benefits of Performance Management System

How to thrive in these unpredictable times? This is the most haunting question for many employers and superiors. The answer is, your employees. If you inspire them in the right way, they will help you battle any storm, be it COVID-19 or recession. They are the frontline people who are close to your customers. Therefore, If they are satisfied and happy, your customers and clients will be happy too. Choose effective performance management software to manage and engage your workforce. Synergita, a cloud-based performance management software, has the following benefits.

Major 6 Benefits of Performance Management System

A robust performance management system is crucial for an organization to sustain and thrive by focusing on improving the performance of individuals, teams, and departments. Managing employee performance and engaging the workforce can retain the high performers and fuel innovation. The system should create an open and transparent culture with no bias to make the employees feel valued. Driving performance and engagement is a faster way to grow and develop.

Thus, the modern-day performance management system has revolutionized the way business is done and employees are looked at. Cherished employees keep your customers happy and increase the profitability of your organization.

5 Advantages of Employee Engagement

“The remote working age has begun.” It is a novel phenomenon for many organizations. Therefore, those companies should equip themselves to provide the necessary tech tools to the remote workers and engage them constantly. Employee engagement is highly significant to ensure business continuity and to thrive even in the hardest times. Engaged employees restore normalcy in the organization in a shorten span. Here are the benefits of employee engagement. A study reveals that a disengaged employee costs an organization approximately $3,400 for every $10,000 in annual salary.

Thus, employee engagement is more needed now than ever. Leverage technology to successfully engage your remote workforce and thrive in the new era.

How to prepare for your Employee Performance Appraisal process

The day of reckoning – the employee performance appraisal is an inevitable activity happening year on year at every organization. How well you prepared to face the day shows your character and commitment. Performance appraisal is important for employees, managers, HRs and organizations. It shows your successes and setbacks as an individual, as a team and as an organization. It highlights your rise against all odds or the reverse. Armed with our preparation tips for employees, managers and HRs you can come through with flying colors.

Preparation Tips for Employees:

Gather Information:

It is better to err on the side of information overload rather than underprepared for your appraisal. Collect data and metrics regarding your goals, progress, performance, growth, achievements, and technical & collaborative skills. 

Review your performance truthfully

Know your goals and objectives for which you are assessed. Understand the priorities and importance of each goal. Review your progress on these lines and list out the highlights, lowlights, progress, setbacks, challenges and triumphs.

Maintain ‘notes to myself’

It is hard to remember all the activities and incidents happened during the review period, especially if the review period is annual. It is advisable to maintain an incident diary to record all the activities so that you won’t miss anything important during your appraisal. Synergita PMS software offers such wonderful features which makes employee performance appraisal stress-free.

Prepare a list of accomplishments

Be ready with the details of your contribution to the project/task. Highlight the new skills you learned to complete the project successfully. If you have proof such as an appreciation email from the customer or recognition from your peers or managers, present it proudly. 

Write honest self-feedback

Give honest feedback about your performance. Describe the trials and triumphs you encountered in your work. While mentioning an unsuccessful task, explain what lessons you learned and the measures taken to rectify the mistake. Mention your strengths and the areas on which you need to improve openly. Point out how you act on previous appraisal feedback and enhanced your skills and competencies.

Keep an open mind

Receive your manager’s feedback with an open mind. No one is perfect. You are bound to get a few good and not-so-good feedbacks. Learn to respond maturely to feedbacks, especially for negative feedbacks. Don’t try to blame the mistake on others. Accept your mistakes and let your manager know that you have improved. 

Draw up other discussion points

Jot down any pressing issues that need to be discussed with your manager, such as the guidance you expect from your manager, your career aspiration or promotions, pay rise, the project change or internal transfers, etc. Leverage the opportunity to clearly communicate your ideas and suggestions.

Prepare for your performance appraisal well in advance. Manage it efficiently and successfully. Take it as an opportunity to learn and grow.

Tips for Managers to conduct a smooth performance review:

Managers are the chief coach, mentor and offer support and guidance at the right time. They work closely with the reports and understand their progress or the lack thereof. 
 

•   Convey that you genuinely care about their progress and career growth with your words and actions.
•   Recognize their accomplishment and compliment profusely
•    Give negative feedback in a non-offensive, constructive way so that they can improve and contribute to the success of the project.
•   Express your opinion honestly. List out their strengths and areas of improvement.
•   Don’t let the recency effect cloud your assessment. Look at their contribution for the entire review period
•   Employee performance appraisal is individual specific and not the performance of the team. Don’t miss to identify your high-performing employees because of the cookie cutter effect.
•   Be balanced while giving the rating to your employees. Don’t allow your favoritism or previous rating influence your feedback.
•   Reviews are a two-way street. Managers can get insights into the challenges faced by the team and how it can be managed efficiently in the future.

Tips for HRs to make performance appraisal stress-free

HR folks spearhead the employee performance appraisal process. They initiate the appraisal process; follow up with employees to complete the review process and one-on-one meeting on-time. 

•  Encourage your employees to prepare for the appraisal well in advance.
•  Conduct a workshop to guide employees and managers on the best practices for giving feedback and one-on-one discussion.
•  Nurture an open feedback culture through continuous feedback tools.
•  Educate employees that performance appraisal is all about development and course-correction and not just employee evaluation.
•  Provide easy-to-use performance appraisal software for your employees to complete the appraisal process quickly. 

HRs, Managers and employees should prepare diligently to conduct the appraisal process smoothly. With ample preparation, you can ace it easily. Good luck with your next appraisal.