The workplace has undergone significant changes since the pandemic, with 26% of U.S. employees working remotely as of 2022, and 16% of U.S. companies operating fully remotely.
As a result, the traditional approach to performance management needs to be rethought. Performance reviews have a negative reputation, often perceived as intimidating, time-consuming, and pointless.
With the growing number of remote workers, conducting performance conversations can seem challenging, but they are more crucial than ever. However, performance conversations can be simplified, employee-driven, and even enjoyable.
Below are three recommendations to simplify your performance conversations for the coming years:
- Move on from paper. Consider investing in user-friendly technology that is easily accessible and compatible with mobile devices. Look for a solution that is adaptable for remote or in-office work and can be used at any time. Choose a “sticky” technology that employees will continue to use regularly.
- Establish a connection between employees and their work. As humans, we naturally tend to take responsibility and set goals that are meaningful to us. Encourage employees to take the lead in goal-setting by allowing them to define their own objectives. Then, illustrate how their goals contribute to the overall success of the company.
- Be brief and to the point. When discussing performance, make sure your conversations are efficient, proactive, ongoing, and guided. Concentrate on relevant updates and any needs for pivots or adjustments. Remember to review responsibilities and goals regularly throughout the year, rather than waiting until the end-of-year reviews when it may be too late to make a significant difference.
We believe that the performance management process plays a crucial role in shaping the overall employee experience. Rather than considering it a burdensome obligation, we suggest reframing it. Transform it into an opportunity to actively listen, motivate, and build meaningful connections with your workforce.
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