Employee performance management is a function where companies assess and evaluate employees’ work.
For many, this merely refers to the year-end employee review forms that employees and their respective supervisors fill up.
But if you’re looking to drive real improvements in your employees’ performances, maybe it’s time to consider a proper performance management system:
A performance management system is a systematic process for HR managers to set expectations and monitor employee performance regularly. This is to help employees move towards performance goals, and align their work achievements to organisational effectiveness.
Different companies may have different employee performance review protocols. But here’s a list of components that you can incorporate for good practice:
To make employee performance reviews more meaningful, you should evaluate their performance against a set of expectations. This also makes it easier for you to determine if an employee is performing under, at or above the criteria that you defined.
On the other hand, employees also need to be aware of their goals, so that they will know where to work towards.
Traditionally, goal setting is done by managers and supervisors. But it’d also be good to discuss with your employees about it. Understand how they want to contribute to the organisation, what challenges they hope to take on, the current difficulties they have, and use these information to shape appropriate goals for them.
When we talk about reviewing performance, we often think about employers evaluating their employees.
But to gain a more holistic view of an employee’s performance, you should consider these other forms of evaluation too:
Don’t leave your employees hanging with a “Room for Improvement”, make sure you follow up with them.
Find some time to discuss what they should maintain or improve on, reiterate their goals, and provide recommendations on the next-steps they should take.
If your employee hasn’t been performing up to standards, this is also a good time to better understand their struggles, and work out a solution with them.
While giving advice to under-performing employees, you should also make an effort to recognise the accomplishments of those who’ve done well.
This can come in the form of a public compliment, financial reward, anything you can think of. Show your employee that you value his/her achievement, and this could well motivate them to keep up with the good work.
Feedback should be an ongoing process to ensure employees receive timely updates on their progress. Conducting more employee performance reviews will help them continuously improve and drive greater results in the long run.
Some companies may worry that having extra employee performance reviews would be too time-consuming, but really, they don’t have to. Check out how you can speed up and automate your performance management system below.
There are different ways to automate your performance management system. In this post, we’ll cover one of the solutions, known as workflow automation. Here’s an overview of the steps you can take:
Start by mapping out the flow of your performance management system. As you can see below, workflows are great for visualising all the steps in your process.
When mapping out your performance management system, consider:
The performance management system usually begins with employees, peers and managers filling in evaluation forms.
But rather than to submit hard copy evaluations, it’s much easier to do it online. There are many software that you can leverage on to create digital forms, and Forma is one of them.
Use a workflow software to construct your workflow and incorporate automation plug-ins:
This sample workflow is designed such that when an employee submits the digital self-evaluation form: