Reprinted, by Amy Dufrane, Ed.D., SPHR, CAE – HRCI CEO
Discontent with traditional performance management practices may not be new, but the changes in the way we work brought on by the pandemic have certainly accelerated the need for change at many organizations.
Recognizing that need does not necessarily make it any easier to adopt new processes or technology. Indeed, the technology itself may be the easiest part. When a Fortune/Adobe survey asked CIOs in 2020 what had been the biggest challenge in facilitating their companies’ remote work, over half — 53% — cited communication among employees. Not software.
So if you are looking to update your performance management system, communication will need to be your focus, as well. Here are three actions you can take this week to get started.
Meet with your managers. Ask for feedback on the current processes and tools. Spend some time learning what their current roadblocks are. Are formal performance check-ins difficult to manage? How accessible is historic performance data?
Streamline your tools and processes. The simpler your process, the more likely people will participate. Review your current performance management process and tools. Could they be simpler to use?
Identify potential areas of resistance. Nearly every change results in pushback from someone. If you are considering a major overhaul of your performance management system, you will need to anticipate that resistance and prepare for it. Ask your workforce to rate the current model via a survey. Find out what they like and do not like. Schedule interviews for deeper qualitative research.
Keep on learning!