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5 Do’s to Better Engage Employees in Performance Management Process

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5 Do's to Better Engage Employees in Performance Management Process

Performance Management Process is a powerful tool that helps in aligning the performance goals of the workforce with the broader organizational goals. However, in many organizations, managers and employees don’t fully get involved in this process. Companies report only 25 – 30% employee participation rates and even those who report higher rates don’t reap great values.

As we know, Performance Management is not just systems or processes; it is all about dealing with people and getting the best out of them. So the ideal solution to it is to engage them fully.

Here are some “Do’s” that can help you in engaging your employees in the Performance Management Process:

1. Simplify your process

Managers usually get disengaged and disinterested if the Performance Management Process is unmanageable or unwieldy. We see managers complaining of having to spend hours on employee performance management, especially if they have to deal with appraisals.

So re-look at your Performance Management Process and examine the forms that are being used. Streamline your process if needed. Eliminate any steps or sections that don’t provide value and simplify them for ease of use.

A comprehensive communication and training program with supportive explanation on the new way of doing things can greatly help you make it effective.

2. Train the managers on the performance management process

Most Managers consider employee performance management and appraisals to be difficult tasks and tend to avoid them. Proper training Programs imparting knowledge and skills on how to set goals, review performance, give feedback, and how to deal with performance issues can increase Manager’s confidence levels.

Effective training Programs which can put them into real situations and provide hands on learning can deepen their skills and bring out the best results.

3. Engage employees with self-appraisals

Asking employees to fill in form based on their performance and asking them to draft their goals or plans for the coming year is a great strategy to involve employees.

It can create higher engagement in employees and in fact, can help you make your performance appraisal process more effective. Also, this data can be good starting point for the manager because it provides insights into employee’s perceptions and help mangers get prepared for real performance conversations.

4. Shift the focus away from ratings to alignment and development

Employees usually tend to assume performance management to be performance appraisal and do not show interest in it. This may be because managers tend to focus more on ratings or numbers based on employee’s performance.

If you want to better engage your employees, use performance appraisals to align employee goals with organizational goals. Tell them what is expected from them, identify their strengths which can be further developed and put a plan for employee training programs. Make sure to address their learning needs and examine its contribution in impacting their performance.

5. Make it an ongoing process and document the data

Performance Management should be a continuous process, not an event conducted once in a year. Once the performance goals are set, coaching, monitoring, reviewing and feedback sharing are needed by employees on an ongoing basis. Appraisals should just be a formal way of capturing information on these ongoing activities.

Managers usually don’t give importance to documentation of performance because they don’t see any practical value or use of the information and therefore don’t maintain the paper work or documents. So let your managers understand that this vital data can later help you to analyze the trends, actions taken and progress made due to the use of the performance management process.

Understanding this, many Organizations today are using performance recognition tools for reviewing and maintaining a track of these records. However, they should be properly trained on using these tools.

Having a Performance Management process in place alone will not be enough. Any organization that wants to get the best out of their employees should design an effective and efficient performance management process and engage their employees. Above all, supportive training and communication can help you to take the hold of better management.

Hope you found this reading interesting; for more information you can join our webinar on “Performance Management & Coaching through eLearning – 5 Instructional Design Strategies”.

View Presentation on Keeping Employees Motivated and Engaged

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