Inspiring HR Trends in Employee Performance Management

• Posted by GAFM AFRICA February 7, 2018 - Filed in Business - #  ##human resource#digital human resource.  - 1,906 views

  We didn't need scientific research to tell us that employees hate being ranked by number, but now we have it. It's time to do something about those outdated, backward-looking, 1-5 employee performance management systems. So what are some options? Growing trends include quality conversations, in or out ratings, peer evaluations, and more.

  Below are five trends in employee performance management to inspire change and evolution in your organization.

   

  Trend #1: Have Quality Conversations

  Annual performance evaluations don't work.Employees need constant feedback, and the “conversation proclamation” is the shining light at the end of the performance management tunnel. According to researchers at the NeuroLeadership Institute, most companies choose one of two options.

   

  The first option is a highly structured conversation regarding employee performance. The HR department can identify a few topics to be discussed and provide guidance on how to discuss them. The second option is a guided conversation, where managers provide a general framework, and the conversation focuses on goals and progress within an employee’s role. Both options work to prime people (both employees and managers) to induce a growth mindset, improving reception of feedback and collaboration.

   

  Companies such as ConAgra, GAP, Intel, Juniper Networks, Sears, and Adobe have begun the shift to a sophisticated approach featuring in-depth conversations as a focal point. According to Neuroscientist David Rock, more than 88 percent of Juniper Networks participants reported that their conversations were “helpful” or “very helpful.”

   

  Trend #2: Renounce Salary Ties

  Generally performance evaluations are tied to salaries or hourly wages. This makes the performance review process very delicate. Managers will want to discuss performance needs and improvements, while employees are focused on small issues like career advancement and compensation. This puts the parties at odds with one another and the discussion suffers. To prevent these issues, many companies are separating their compensation discussions and performance evaluations. By keeping the conversations separate and ongoing, managers can alleviate employee anxiety and promptly respond to any complaints or concerns.

   

  Trend #3: Utilize Peer and Self Evaluations

  One of the most effective ways to get subjective feedback on an employee’s performance is through self and peer evaluation. In the case of Google, a company that has no managerial evaluation of employees, self assessment and peer reviews are the frameworks for its performance management strategy. Also joining in is Microsoft, which has completely abandoned traditional performance tactics and instead focuses on leveraging peers and emphasizing continual learning and growth. This system helps managers assess strengths and weaknesses to make decisions regarding promotions and raises. It also provides an opportunity for employees to think introspectively about their roles in the workplace.

   

  Trend #4: Implement The In or Out Rating

  As organizations continue to rid themselves of numerical ranking systems, one rating has remained in some companies’ performance management philosophies. The “In or Out” rating is a determination of an employee’s cultural fit with the company. Rather than assessing someone’s problem areas or worth, it answers the question of “Should you stay here?” At Juniper, employees are rated as a “J-Player” or a “Non-J Player.” In Juniper Network’s experience with the “In or Out” rating, more than 80 percent of the people rated as “Non-J Players” opted to leave the company on their own. These employees understood that they would never succeed in their current role.

   

  Trend #5: Onward, to the Digital Future

  To minimize the amount of time wasted on paperwork and niceties, a lot of companies are looking toward the digital future for answers. Performance management tools alleviate a large amount of the work involved with performance evaluations. They allow for constant feedback, conversations, and performance tied to goals and recognition—all in real-time.

    

  Say goodbye to your outdated, backward-looking, 1-5 employee performance management system. Implement the five performance management best practices above to increase employee engagement and boost performance at your organization.

  Author:Tyler Beekley

   

  #ABMC INTERNATIONAL - Join us for the upcoming hr consortium,

  "HR INNOVATION IN PERFORMANCE MANAGEMENT 2ND ANNUAL HR CONSORTIUM 2018"

  for more:https://www.intl-abmc.com/events/summit_conference.php?summit_id=38&summit_cat_id=1