Employee performance management has evolved. Employees are no longer satisfied with a once-a-year perfunctory meeting that assesses their performance at a single point in time, and grades them on the past 12 months.
It’s no wonder there’s been a death knell for the traditional “annual” performance appraisal for so long.
Employees want continuous feedback and coaching from their leaders and their peers. They want a connection between their work and goals, and those of the organization. They want to understand how they can improve and where they can go next.
There is a better way and it involves a shift from an old cycle and mindset, to a new paradigm that supports HR, managers, and employees on making the process strategic and meaningful.
The following table shows the type of shifts required to make a change to your performance management program and process:
But making the move to a newer and better performance management program requires organizations to revisit some essential elements and key practices.
How the Performance Management 101 workbook can help
A good starting point is the Performance Management 101 workbook. It’s a collection of tools and templates that do a really good job in supporting these key practices. Here’s a high-level view of what’s inside the workbook:
Process - A process flow template for an ongoing performance management cycle (including an annual review process)
Feedback - Three feedback templates and discussion guides to help your managers improve their feedback and coaching skills
Goals - A goal setting template to help your managers and employees set and track SMART goals
Competencies - A competency definition template to improve the way performance is assessed in your organization
360 reviews – A 360 degree feedback process and template to help support ratings with multi-sourced feedback
Development - A development plan template to help employees see where they can improve and where they can go next
When you use these templates together, they can form a strong foundation
to improve your
performance management process and turn it from a once-a-year pain to a
meaningful ongoing cycle. One that improves employee performance, alignment and
And yields better results for your organization.
For more information on how to help your managers and employees experience a new and improved performance management process download our new workbook Performance Management 101.