It’s clear that new-age workplaces need a modern performance management system to adapt, improve, and drive performance—rather than simply evaluating it
An effective performance management practice not only increases employees retention but also drives the outcomes that matter to the business
The modern organization is fast-paced, complex, and faces different challenges than before. While output is an important metric in business success, innovation, communication, and adaptability are key. That’s why taking an annual approach to performance management is no longer effective
Top organizations now need a continuous approach to performance management that prioritizes ongoing performance conversations
Performance management is a key business process that ensures well-coordinated individual and team efforts conjoin under organizational goals.
The traditional end-of-year appraisal, designed in the 1970s, is clearly not effective anymore. Today, as companies operate as a network of teams, careers and learning are strategic, the need to align goals, provide feedback, and coach for performance is real-time, continuous.
6. Coach employees for ongoing development
Learning and development leads to a stronger connection between the employee and their work
Employees want to work at a company that invests in their long-term development and provides opportunities to grow
Successful employee learning and development leads to increased engagement, better employee performance, and happier, more motivated workers
5. Talent review
to allow leaders to develop and retain top talent
Talent reviews should be frequent, unbiased, and rooted in data. Managers and leaders across the organization need to know who is doing the best work, who is ready for promotion, and who is at risk of leaving
Talent reviews allow leaders to track and evaluate performance, fill talent gaps, develop and retain top talent, and intervene before employees burn out or quit
4. Performance appraisal
& continuous feedback
to build strong relationships to drive performance.
Great companies are built on trust, and trusting cultures are built on feedback
Continuous feedback should be individualized, constructive, and unbiased
Regular feedback builds strong relationships by encouraging transparent dialogue and helps drive better performance through continual improvement
3. Facilitate peer-to-peer,
real-time employee recognition
to encourage employees to perform their best
Employee recognition should be motivating, public, and reinforce your organization's values
Openly acknowledging and praising employee behavior or achievements offers many benefits, such as increased productivity, increased engagement, decreased turnover, and improved company culture
2. Conduct ongoing performance conversations
to help organizations get a more complete picture of performance
Performance conversations should be frequent, collaborative, and documented. And employee-manager one-on-ones are the perfect opportunity to discuss performance. This is the most important part of a performance management practice
1. Goals setting
to help organizations achieve more, faster, with less
Goals should be clear, aligned, and shared
Clear goals guide employees to focus on the right priorities and keep their work aligned with organizational strategy. This ensures accountability across the company, motivation to propel the business forward, and strategic alignment at every level
Our Consultant team with solid experience in both HR Consulting and in-house HR will work together with each client to build detailed implementation plan, ensuring changes last long after we’ve gone
We provide tailor-made Performance Management Process
that best meet each client’s unique needs
We design a practice with execution in mind
We provide blended coaching journeys
working shoulder-to-shoulder with you during implementation plan
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