Performance management gone wrong
Anyone can fall into common performance management traps if they aren’t careful. To make sure this doesn’t happen, be on the lookout for these telltale red flags that can cut the legs out from under an otherwise effective performance management system.
Failing to accurately capture employees’ work
It is nearly impossible for managers to take stock of everything each of their employees have done in a full year. The same goes for employees regarding their own performance. Good performance management systems encourage employees to log their accomplishments more frequently. This regularly reminds employees of how much they’ve done and gives managers a better picture of their employees’ workloads throughout the year.
Going through the motions
Getting both managers and employees to buy into regularly evaluating performance can be difficult. It’s understandable — finding time to think seriously and more frequently about employees’ performance amidst so many competing priorities isn’t easy. So it’s important to make sure that managers who don’t have as much experience engaging in an ongoing performance management process understand the value of providing regular, actionable feedback and don’t view review sessions as just another task to complete.
An inefficient tracking system
These days, pen and paper is the least reliable performance management system. There’s so much potential for data loss, and it’s easy to tuck that information away without giving it a second glance. As the saying goes, out of sight, out of mind. Without performance data readily on hand, it’s easy for managers or employees to veer off track. Leveraging technology for your performance management system makes the entire process easier for everyone.
Using software to define your performance management process allows you to tailor it to suit your needs by including elements like self-evaluations, performance action plans, or other goals and follow-up items. It also streamlines the process by synching up with data from other business processes and automating repetitive tasks. These features are huge time savers for managers and employees alike.
Reviewing instead of coaching
Simply reviewing someone’s performance doesn’t do any good if they don’t know how to improve. Managers who coach their workers follow up on employees’ goals regularly, create action plans for them, and document and share feedback. Besides ensuring that employees are making strides towards their goals, coaching can make employees feel comfortable asking for even more feedback in the future.