There has been a lot of discussion on how dysfunctional the performance appraisal has become, including how it can lead to lower employee engagement and productivity. In fact, in many organisations, the performance management process:
- is viewed as a negative experience by employees and managers;
- is unable to flex with changing business goals and objectives; and
- doesn’t provide insight into employee progress and skill gaps.
By gathering information on performance once or twice annually, performance management becomes punitive rather than productive in the eyes of employees. Furthermore, traditional performance management is not tied to business outcomes or overall organisational success. Finally, many companies use outdated technology that fails to align performance with overall company objectives.
So what’s the answer to transforming performance management from an unwelcome once-a-year task into a strategic and responsive process that aligns and engages your entire workforce?
If your organisation truly wants to mature its performance management practices, you need to adopt performance and development activities that happen throughout the year. Here are five examples of ongoing activities you can implement to take your performance management to the next level:
- Quarterly goal-setting
- Development discussions
- Project reviews
- 360 feedback assessments
In this eBook, explore each of these activities in more detail, including how you can implement them using an automated and integrated talent management solution ‒ the Halogen TalentSpace™ suite.
Interested in experiencing how cloud-based Halogen TalentSpace™ solutions can help transform your performance management process? Book your complimentary trial today.
The value of ongoing performance management, Brandon Hall Group, March 2015