This article has been submitted by Kallidus
The real benefits of performance management come with continuous feedback – reviews are only meaningful if managers and employees are willing to openly discuss their strengths and weaknesses on a regular basis.
UNDERSTAND YOUR EMPLOYEE
Historically, appraisals were an annual occurrence, and would install nervous anticipation across the organisation. With the build-up to the discussion of employees’ successes (and supposedly failures), workforces can feel immense pressure on the approach to their appraisal.
However, infrequent appraisals have a limited impact. Being yearly means that key achievements can be forgotten, or their unique triumphs devalued. As such, organisations saw a boosted increase in efforts on the lead up to individuals’ appraisals, rather than consistent efforts across the year.
Indeed, 89% of employees polled by us believe their performance would improve significantly if their performance management process was changed. This change can come in the form of moving the process online, which allows employees to log their successes (and struggles) in real time, documenting an audit trail of their progress across the year.