5 Things No HR Wants to Hear About Employee Performance Management Process
December 21st, 2017 • Performance Management
Human resource professionals work hard to put together an effective performance management process cycle that they think will benefit the entire organization. But they will be surprised to know that majority of HR departments fail to sketch out a good performance management process and that their efforts don’t really pay well.
Problems in your Current Performance Management Process
If you are an HR expert, you probably dread certain performance management system process scenarios. Here are the top five common criticisms and tips on how to overcome them.
1. “Your Employee Performance Management Process Cycle Is Ineffective”
The strength of the performance management process depends on many factors. Ineffective performance management is often a result of unclear goals, undefined processes, tracking the wrong performance metrics, and failing to give routine feedback to employees.
There is no sureshot formula to ensure a universal performance management cycle that works across all organizations. The approach has to be tailored to the organization’s unique, specific needs. HR professionals have to work closely to plan an intelligent process with the managerial team.
2. “Performance Management Process Doesn’t Lead To Employee Improvement”
The performance management cycle consists of many important steps. Gathering information and giving workers timely feedback happen to be just two of the more important steps. But giving actionable suggestions to employees to notch up their effort is of equal, if not less, importance.
There are several factors that stop a performance assessment from not delivering improvement solutions. Psychologists report that the manner in which negative feedback is delivered plays a key role. The lack of specific and vague performance feedback is a serious concern.
3. “Your Performance Management Process Is Wrong”
That’s probably the worst thing to hear about a performance management process you’ve worked so hard to design. HR professionals could be doing textbook assessments, but these efforts will still fail if they’re not equipped with the right strategy.
The lack of an effective automation system is a huge roadblock for HR departments to create a performance management cycle that is functional, effective, and the right solution geared towards enhancing the employee morale.
4. “Annual Performance Management System Process Sucks”
Let’s face it – the majority of companies run an annual performance management process not because they have thought through it, but because they are following a herd mentality of the corporate world.
An annual performance management process is slow and inadequate. It has been proven time and again that employees that receive more frequent, continuous feedback are more motivated.
5. “There’s Nothing in the Performance Management Process for Employees”
Many employees feel that the performance management system process is just a token protocol instead of something that offers value to their growth. Employees hope for promotion in their jobs, and if it doesn’t happen, they become disengaged from work over time.
To get better results, HR professionals have to make sure that the performance management process is an integral part of their organization’s value chain. The focus should be on improvement, accomplishing goals, and empowering employees in the long run.
Overcoming the Shortcomings of a Employee Performance Management Process
Here are a few actionable tips that HR professionals can apply to their performance management system to create a flawless, result-driven employee evaluation process:
- Look for a process automation tool that works best for your performance management workflow. The right tool will allow you to customize the process as per your needs, track process metrics, and work on resolving the weaknesses that are present in the current process.
- Similarly, make sure that your employees have a good clarity about their job and what is expected of them. They shouldn’t look surprised to hear about the job expectation from them during their annual performance review.
- Get managers involved to design a realistic performance evaluation process that reflects your company culture. Ask their inputs on how to assess employee productivity and what tips to offer their employees to take their work to the next level.
- Keep the process simple and track only the metrics that matter. These metrics could differ from one department to another. Again, choosing the right kind of automation app allows you to create customizable forms to fit department-wise requirements.
- Work on structuring and standardization. If the criteria and the metrics aren’t chosen carefully that mirrors their work environment, employees will doubt the objectivity of performance reviews.
- Follow-up frequently. A performance review is a good thing, but make sure that you regularly touch base with employees to check if they are internalizing the advice and meeting the goals that was set for them.
Performance Management Process Automation using KiSSFLOW
Performance appraisals are valuable and they can help companies build a self-motivated, loyal team of employees. Employees who feel appreciated at work are more likely to bring out their best and less likely to quit. Working on perfecting the employee assessment process makes sense. Thankfully, you have today’s automation technology at your behest to design a performance management system using KiSSFLOW that adds value to your company culture.