Now is a time of change for many organisations. As restrictions lift and offices re-open, organisations will be thinking about what will be different moving forward. For some this could mean implementing a flexible working policy, changing their office space, reviewing HR processes, etc.
All of this change might be a bit overwhelming for some, too much after a lot of uncertainty for the last 18 months, and as a result re-evaluating their performance management systems might seem like something that can be put off until another time.
However, we would argue now is the perfect time to think about if your current performance management system is working for you.
As their work life is changing, employees will be looking for some stability in their lives, and continuous performance management can provide just that!
Continuous Performance Management in a human resource management context, is defined as performance management processes that take place throughout the year on an ongoing basis. It is a continual holistic process, as opposed to those based on traditional annual appraisals.
As feedback occurs more often, it feels more natural for both manager and employee, who can develop more of a healthy, authentic workplace relationship. Find out more in our guide ‘what is continuous performance management?’
With continuous performance management, staff will have check in sessions regularly throughout the year with their line manager. By having regular conversations with their employees, managers can spot if anyone is struggling due to uncertainties and changes to their work life. This allows steps to be taken early to help get staff back on track and productivity to remain high.
Without the opportunity to express concerns and challenges to their manager, some people may just struggle through in silence until everything gets too much. At which point it might be too late to turn things around and the employee may have to go on sick leave to deal with stress, or even leave to find a new job.
During a time where employees are faced with much change and uncertainty, people may feel a loss of purpose and motivation. Refocusing on goals, and ensuring that these align to an organisation can help give employees a sense of purpose, by showing them how their hard work will take the company further, and develop them as individuals.
By setting short term goals you can keep your people focussed. By having a number of check-ins throughout the year rather than one long appraisal annually, managers and their employees can set goals and actions to be achieved in months, weeks or even days time. This means employees won’t lose focus and can see real time achievements and development.
It also means that during these time of change, if your organisations overall objectives shift, the goals of employees can change to better align with these new objectives.
Times of change are a great opportunity to review what is and isn’t working for you, that way when things eventually stabilise and the dust settles, these changes will already be an integrated part of the new way of working.
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