Gallup survey on America workforce states that “70% of the employees working in various organizations are not engaged with their work life.” The survey also estimates that the productivity loss due to the actively disengaged workforce is around 450 to 550 billion dollars per year. The major reason cited for their disengagement is “poor-employee manger relationship.”
According to Forbes, majority of organizations are losing their best talent pool due to poor performance reviews. The cause of poor employee-manger relationship and performance reviews can be attributed to the ineffective performance management process.
Employee performance management has always proved difficult for organizations. Performance Management Practices Survey, 2012 done by Employee Resource Council a major HR firm, states that – managers’ skills set in providing feedback and maintaining documentation that records the employee performance was poor and so a major setback in implementing an effective performance management process at the workplace. Another reason cited was the constant pressure to achieve performance objectives due to which managers often consider performance management process as just a set of forms, processes and ratings.
Moreover, most of the employees and managers have no proper knowledge on what performance management is and what their roles and responsibilities are in that process.
What do you think is the solution?
In order to implement an effective performance management process at your workplace, you should train your managers along with your employees because performance management is a collaborative process between the employee and the manager. For example, consider a performance review meeting. It is the employees’ responsibility to ensure a review meeting happens and for the manager, it’s his job to conduct it. Employees and managers need to know their roles and responsibilities in this collaborative process.
Effective training should be provided to managers in setting goals, identifying performance gaps, coaching, evaluating and sharing feedback. Also employees should be trained about their role in the process. This ensures that performance management is on track.
How to train?
The most preferred method to train employees on performance management is classroom training. Classroom training is the best way to impart training in soft skills. When coming to eLearning, generally many people do not consider it as a suitable training method to train employees especially on performance management. But our experience proves otherwise.
We have noticed in recent years that delivering performance management training through eLearning is gaining significance. In the past one year we have developed the course for six of our clients.
These courses were on topics such as:
- Roles and responsibilities of employees and managers in the process.
- Essentials of giving feedback on the performance review process and importance of reviews.
- How to set the Goals using a performance management system.
- Importance of Mid-year Performance Reviews.
The key strategy in making eLearning courses effective for training the employees on performance management is effective instructional design strategies. In the next blog my colleague will explore and throw light on these strategies.
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