Feb 11 2019
“For any organization that is moving from annual appraisal mode
to continuous performance management, it is a change in culture. Organizations
which adopt this culture will be able to keep their employees engaged and drive
Performance appraisal is just one output for Performance
Management. And,there are a lot of other aspects such as coaching, development,
engagement, rewards and recognition that are involved in the purview of
performance management. However, when we talk about the concept, often times,
people always correlate it with Performance Appraisals.
Key Elements that facilitates employee engagement & development
I would like to throw some lights on how organizations can benefit by going
beyond performance appraisals. Following is a quick snapshot of the various
elements that organizations are trying to focus from a performance management
The moment you see the impact of these elements on employee
performance, we can easily recognize that performance management goes beyond
Adding the “Continuous” factor in your performance
In a “continuous” paradigm, managers and employees work together on a continuous
basis. They define relevant goals, work towards these goals and make sure that
there is a continuous review of these goals. This makes goals management more effective.
Sense of belonging: Bring in “appreciation, thank you, rewards and
recognition, providing feedback on development areas” as a way of life. This
should not be seen as micro-management. But, more towards building
collaborative, empowered work culture.
If you look at our own involvement in Social networks, we all have
moved towards Instant gratification. The moment we post our promotion,
achievements in Facebook, we look for instant gratifications by looking at the
number of likes and comments. The same thing applies to work life as well. If
peers recognize someone’s work (however small it could be), it motivates people
to deliver better all the time, every time.
Coaching: When managers and peers get involved and
provide feedback (around areas where people can do better) on a continuous basis
to their team members, it becomes a coaching exercise. Managers double up as a
coach for their team members. This will generate more trust among manager and
employees. Naturally, this will help in driving high performance and retention.
Frequent Performance Conversations: Lots of
organizations have also started moving towards having frequent, formal
performance conversations (Check-ins). This could be just a semi-formal with
When this kind of performance conversations & collaboration happens, the
focus will be on employee development.
Should you abandon Annual performance appraisals? We are
not saying that employee performance appraisals are not important or to move
away from it. For now, that is the primary, validated mechanism available in
front of mployees and HR for salary revisions, promotions, etc. And, it must be
done atleast once a year. What we are saying is: continuous feedback, rewards and recognition,
milestone achievements, etc. should culminate in annual reviews to make it more
Conclusion For any organization that is moving from
annual appraisal mode to continuous performance management, it is a change in
culture. Organizations which adopt this culture will be able to keep their
employees engaged and drive towards performance. They can become a great place
to work. The future is heading towards continuous employee performance management. Latest HR Tech
tools such as Synergita helps in building the culture of trust and development
in your organization. Make your performance management continuous, holistic and
Shankar is a Co-Founder & CEO of Synergita , a Continuous Feedback based Employee Performance & Engagement Software. Synergita considers several Great Place to Work companies as their customers. Prior to Synergita, Shankar co-founded Aspire Systems along with Gowrishankar Subramanian and Bhoovarahan Thirumalai where they provide digital transformation and enablement services for global organisations. Aspire is rated as a Great Place to work for the past 9 years consecutively. And it was during their research that they discovered that employee performance and engagement space is under-served and has a huge potential. That was how Synergita was created.
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