Are you in a position where it’s time to appraise your employee’s work performance? However, you’re not entirely sure how to move forward? This is where a new performance management process can come in handy. If you’re facing this problem, it is critical to redefine your performance management process.
With a performance management process in place, employees can learn, develop, and grow effectively. Managers need a system that empowers them to help their employees succeed. Otherwise, employees may underperform, suffer from poor morale, or encounter other problems that may affect the organization. With Continuous Performance Management (CPM), it helps you and your company. Here is a quick guide to understanding performance management for your company.
What Is Continuous Performance Management and Why Use It?
CPM is a process of monitoring employee performance on an ongoing basis. It is important to remember that performance management is a continuous process. Therefore, having a well-defined performance management process is crucial to getting the most out of your employees while keeping them engaged, motivated, and reaching their goals. CPM is an invaluable tool for this and can help you rethink the entire performance management/review/appraisal process while empowering your employees to be the best they can be at your organization.
What Is the Role of HR in the Performance Management Process?
The role of HR in the performance management process is to set and enforce performance expectations. HR may also coach employees, provide regular feedback, and create corrective action plans when needed. HR will also likely be responsible for any termination analysis on employees who fail to meet their goals or who might be behaving unacceptably. When you manage performance continuously, you can get better results, but it’s important to be fair, effective, and consistent. The role of HR in performance management is a big one and needs to be performed at a very high level to be effective.
The Drawbacks of Traditional Performance Reviews
Performance reviews are one of the most common tools used by managers to assess employee performance. However, there are several drawbacks to using performance reviews as a tool for assessing employee performance. First, they may sometimes be inaccurate as they rely on subjective judgments rather than objective measures. Second, they can be time-consuming and expensive to administer. Third, they may often lead to conflict between employees and managers. Finally, they may not be effective in improving employee productivity or motivation. Worse, they might lead to bias on the part of the manager performing the appraisal.
When employees aren’t allowed to receive constructive feedback and regular opportunities to grow, they’re not going to stay at the organization. A six-month or one-year performance review isn’t very effective because it’s not offering a true picture of how that employee is performing. Ditching these traditional performance reviews in favor of CPM can be beneficial to an organization and the employee.
Why CPM Is A Better Option
The implementation of CPM may be a better option than standard performance reviews. With CPM, it allows for more frequent and timely all-rounded feedback. Receiving frequent feedback helps employees understand what needs to be addressed and improve their work performance quickly. It also makes the process of giving and receiving feedback more informal (which delivers fast results), less threatening, or less intimidating. This can ultimately make it easier for employees to be honest with one another.
CPM also encourages a culture of learning and growth in which employees feel comfortable taking risks, making mistakes, and asking for help as needed. At the end of the day, a good CPM program will lead to a more collaborative workplace where employees feel like they’re working toward common goals as a team.
The Importance of Goals and Feedback
Goal setting is an integral part of CPM. To that end, goals and feedback go hand in hand with each other to create a better, more successful working environment for everyone. Employees like to receive feedback, and they like receiving it often, sometimes daily. This helps them do better over time and is especially important when it comes to meeting goals. Employees need to set goals for themselves and work toward them regularly.
The management should monitor those goals and provide ongoing feedback from managers, or progress tracking as part of the performance review process or appraisal. Continuous goal-setting and monitoring also provide better ways to use data to make important decisions about everything from hiring practices to budgeting. Think of goals and feedback as powerful tools to help employees—and ultimately, the company—thrive and grow.