In the wake of the pandemic, many businesses are reassessing their methods of conducting Performance Reviews with many organisations having switched their working structure to enable hybrid or remote working.
The question organisations are asking themselves is whether their existing Performance Management Processes are fit for purpose in this rapidly changing world of work.Meeting face-to-face may not always be practical (or even possible) which is having profound implications across all sectors and is driving significant changes to existing human resource practices and way of doing things.
There is also the challenge that arises for leaders and managers working with hybrid or remote teams in that often many haven’t met their direct reports face-to-face when it comes to conducting performance reviews with them.
Historic approaches to Performance Management no longer delivers the performance outcome necessary to sustain competitive advantage. In the new emerging world of hybrid working there is a need to develop a new ‘HR Toolkit’ aligned with the technological advances now available to manage and track performance reviews online. Equally as part of this ‘toolkit’ re-evaluation, there is a need for changes to be made to the existing Performance Management training programmes offered.
The Oakridge Centre has seen significant changes in the demand for Performance Management support and training in how to engage and motivate employees both face-to-face and virtually in today’s ever-changing working climate. The traditional annual ‘ranking and yanking’ is being replaced by providing employees with continuous feedback, coaching, and personal development. Employee engagement and performance management need to be inextricably linked. Companies are questioning their existing forced-ranking, rigid rating systems, and once-a-year evaluation processes.
Goals shift, strategies evolve, and employees often switch between multiple projects under various team leaders. With 90% of employees preferring a hybrid way of working*, given this dynamic, organisations are needing to review employees’ goals quarterly – or even more often and/or on a project basis with peer-centric feedback loops. In changing from the annual review, research has shown that employees perform four times more effectively.
Traditional performance management approaches drive neither employee engagement nor high performance. They and we need something nimbler, real-time, and more individualised – something squarely focused on fuelling performance in the future rather than assessing it in the past.
We provide here some Top Tips when delivering performance reviews for remote and hybrid teams:
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