Performance Management is changing. The traditional process of the annual review which looks back over the events good and bad of the past year is being replaced with more frequent communication.
This new approach is coupled with a shift in focus to the future and what happens next. Instead of berating someone for a mishap that happened 9 months ago, why not talk about how you can prevent it from happening again? Offer to get them training or support, and do what is needed to be a better employer and retain, train and develop your staff. What if you tried something different? Why can’t we make reviews something positive? We came up with a solution, – Real-Time Reviews
By changing the tone and making reviews more frequent and constructive, we can create a conversation between management and employees. A conversation that becomes part of keeping your staff on track and focused on what matters. Reviews also provide a way for management to identify problems before they become massive issues and find out when someone needs help or assistance in reaching their goals.
“Employees like to feel like they are progressing. Pay particular attention to employees continued professional development. If you up-skill them in ways that will make them more capable of delivering results, not only will you see improvements in your organisation but you will see an improvement in employees demeanour and morale. If you invest in your employees they will invest in you. It’s that simple”, –Adam Coleman, CEO, HRLocker
You could take a leap of faith and try something new!
- throw away the 26-page document! Get rid of the spreadsheets!
- make reviews more frequent and less document-heavy, if an important conversation happens to record it! Record a summary, save it, schedule the next one, your employee responds, and job done!
- Allow the employee to record feedback and have their voice heard.
- Measure your employee engagement against the values and goals of the business.
- Invest in employees by advocating training when needed and recording the request on the system.
- Look forward not backward with reviews focused on performance now not 6 months ago. If there is a problem, address it in real-time.
- Do a bit of prep work, create a Real-Time Review Rule Book for your company that is shared in our HR Docs management feature. You can require a digital signature ensuring accountability for people that don’t buy-in.
- Spot problem management or disruptive teams early and intervene positively.
The performance management systems in many companies are not working.
By limiting performance reviews to an annual check the box exercise it is highly likely that opportunities are missed to catch and address problems early. Disengaged employees can result in high turnover, workplace strife and disruption. By increasing the frequency of reviews and making them less formal employees feel connected and engaged.
Performance Management tends to be a fairly contentious and despised process. Not only is it controversial, but it also sucks up valuable working hours and burdens management. Managers are stuck having to keep track of scheduling & conducting reviews with multiple employees who may all have quite different review cycles and who may hate the process.
The multinational consultancy firm Deloitte estimated their staff were spending 1.8 million hours a year on doing reviews! With a staff of over 65,000 that is a significant chunk of time. Meeting once a year is not enough. Goals and objectives can change from month to month and monitoring how employees perform should be done on an ongoing basis.
For performance management to add value to your business it needs to be less about the past and more about the future. We don’t need to use reviews to punish and reward employees!
By making the review process less intense and more frequent, a company can benefit from better employee-manager communication and higher employee engagement.
HRLocker Real-Time Reviews (RTR) facilitates scheduling, composing, and conducting reviews while also gathering employee feedback. Real-Time Reviews is a blank slate with each side able to state, record and save their views. This digital document then serves as a permanent record accessible to the employee and the manager.
Make the review process more open and inclusive. Reviews should be used to keep peoples goals, aspirations and training needs or career paths recorded, tracked and prioritized.
Real-Time Reviews keeps what needs to be done now and next front and centre to enable Reviewing Managers to stay organized.
To keep the review process on track we have created a task-based dashboard that allows you to stay on top of the review schedule. We have cards that alert if there are incomplete reviews, if feedback has been received or not, plus scheduling alerts.
No Secrets!! Performance reviews should be an open and transparent process. The Manager and Employee can see everything that has been recorded about the review or catch up, this is to encourage open transparency in the workplace, building a great work culture.
During our research, we discovered that every company has a different process which is why we have provided the Reviewing Managers with the ability to upload documents onto the review. You can also save a draft allowing Reviewing Managers to prepare beforehand or begin to write up the review and return to complete it at a later time.
Example: The company conducts catch-ups every two weeks with a manager reviewing up to 20 people. This means they have up to 780 reviews to conduct a year! Real-Time Reviews is a great place to record even a few short lines about these catch-ups while also being there to record quarterly and yearly reviews.
It is important to have a set of values and goals that can be used to measure employee performance. These can then be shared with employees and used as a barometer for how their work is progressing.
If your team meet up frequently, Real-Time Reviews is a great system for recording these meetings taking place, as it allows the employee to feel present and heard. Employees can request a review. This can be used by employees if there is something urgent that needs to be addressed. Keeping records when employees are having issues is important and by using RTR, (where the employee can respond with feedback) it can be recorded and stored and referred to if needed in the future.
One thing that we also feel is often overlooked about the review process is the ability it can give company management an overview of how the employee to manager relationship is working in the company.
By keeping an eye on the review process HR can detect managers that are struggling or excelling. A bad manager can cause a high turnover and cost your business money. Our reporting system within RTR that gives an overview of the company sentiment scores, how frequent reviews are occurring and how long is it taking for employees to provide feedback.
Within the system, we have included a sentiment score that consists of a choice of three smileys. A smiley can stand for how the employee is feeling about their work or it could represent how they are fairing on completing their goals. Our advice is to assign values to the smileys to avoid making Real-Time Reviews a negative process. We want to change performance management and free up all the valuable hours being spent on a process that does not necessarily improve employees results.
There is nothing to loose by trying a new approach and recent research suggests that 90% of companies that have made performance management less scary and more frequent and open are benefiting from the change.
Start your journey on creating a great work culture in your business today.
If you are interested in learning more about Real Time Reviews, BOOK A CALL and our HRLocker Consultants will be in touch to run through the system
Share this Post