Performance management has changed dramatically in many companies with the introduction of new HRIS modules and tools in the past few years. The outmoded annual performance assessments and evaluations have proven to be less than optimal in actually motivating employees to do better or in increasing productivity, so employers have looked for something that will be more effective. With the increasing push for employee engagement, many systems now work to involve employees in performance management.
Goal Setting Options
Some HR software solutions allow employees to set their own goals. The goals can then be approved and monitored by management, ultimately being recorded as either achieved or unachieved. When it is time for formal reviews, employers can review these documented goals and use them as one tool of many to determine an employee’s overall success.
Development and Training
When employees can work on training at their own pace from a mobile device, it can help to improve succession planning and overall productivity. Putting the power to improve in employees’ hands can make them feel more valued and empowered and will help to avoid the common complaint that there are few opportunities for advancement within the company. Employees may also set goals for themselves as it pertains to development, combining two HRIS tools and elevating workplace standards.
360 Degree Reviews
360 degree reviews have gotten mixed reviews, with some companies complaining that the feature overcomplicates performance assessments without adding value. 360 degree reviews allow managers, peers, and even customers to provide feedback that is later used for employee reviews. If used correctly, these tools may help to involve employees in assessing their peers and adding meaningful insight into front-line issues that may help to improve the workplace.
Employee self-assessments allow employees to critically evaluate their own performance and identify places where they could improve. This can be very useful in managing performance and improving productivity, as employees may feel less defensive when they can perform their own review and provide explanations for areas that they feel are lacking. By taking employee self-assessments into meaningful consideration and using them for merit increases, employees will feel more engaged and empowered.
KPIs and Performance Analytics
KPIs, or key performance indicators, can provide an unbiased aspect to the performance review. KPIs and the data that evolves from having backlogs of KPIs can provide back-up for other aspects of performance evaluations that employees may not agree with. By showing employees how KPIs are tracked and how to improve these numbers during daily task management, employers may directly show employees how to enhance productivity and thus, their standing within the company.
Employee surveys should not be used for performance evaluations, but may help to involve employees in the conversation about how to improve the workplace. By making it possible for employees to fill out an anonymous survey at their leisure from the comfort of home, you allow employees to really get creative when thinking of solutions that may improve the workplace. You may also detect recurring themes in surveys that would not be detectable by other means, such as issues with certain managers.
Learn more about HRIS and Employee Relations
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