“Our people are our greatest assets.”
We hear that all the time, and we try to live it. But the truth is, it’s a catchy phrase that sounds great and paints the picture of a employer who values its people. That may be true for your company - and we hope it is - but every business who says it needs to pay more attention to its intentions and results than the clever phrase.
The best way to walk the walk is to absolutely nail the way you manage employee performances.
We’ve broken down the four steps you need to do it.
Collect Employee Performance Data
If you’re already using a smart Performance Management system, you know that measuring employee performances is easiest when you have a smooth system in place:
- Minimal clicks
- Automatic distribution
- Automated communication follow-up
- Automated data capture
- Centralized data hub
If you’re still using paper, you’re missing out on a lot of time-saving perks. Read: 7 Stats That Prove You Need to Go Paperless.
Eliminate Barriers to Feedback
The enemy of valuable employee performance data is a lack of data. If your employees don’t make time to participate or skip questions, your data will be incomplete at best, non-existant at worst. By deploying an easy-to-use employee Performance Management system, you’ll not only make your life easier, but also your co-workers’.
- Mobile-friendly technology mean reviews can be completed anytime, anywhere
- Auto-save functionality makes the task simple to break up over down time
- Eliminating attachments can make things simpler for employees who aren’t accustomed to working with desktop technology
The ease-of-use of your Performance Management software will encourage more employees to be a part of the process and pave the way to higher quality data.
Identify Behavior & Competency Trends
After requesting performance feedback, your data will come back to you for analyzation. It could be from anonymous surveys, 360 reviews, annual performance review feedback or any other avenue. Now it’s up to you to slice and dice that information in a way that will drive positive actions, better employee engagement and success, and a roadmap to successful business outcomes. In the BirdDogHR system, performance reviews are stored within the team member’s profiles, so all performance data is in the same place for easy comparison throughout the employee’s time at the company. Those important data points can be used to help manage:
- Learning Management needs
- Succession Planning
- Employee Reward programs
- Hiring and future needs
- Onboarding requirements
Take Action on Performance Intel
If your team has held up its end of the bargain by giving you good insight, you’ll be able to take action to improve your employees, outcomes and company culture in ways that make an impact on business objectives. Here’s why it’s important to actually use the power of your data:
- By making changes based on performance intel, you’ll prove you’re listening
- By reacting to problem areas or struggling employees, you’ll create a culture that is open and transparent
- By analyzing performances from a place of compassion, you’ll go beyond data and assure employees you have their backs
The reason you administer performance reviews is to get intel; the reason you collect it is so you can act. When you make it clear that collecting data is only the first step, you’re creating a positive relationship with your workforce that will build trust and loyalty.
And don’t forget, when you launch initiatives or make changes, note how you arrived at this moment: through valuable employee performance feedback.
Keep Your Performance Data Organized
Year-over-year performance measurements, new bosses, new employees, employee transfers, promotions , retirements and even demotions can wreak havoc on a Performance Management system. If you’ve done the legwork to collect, analyze and take progressive action, you simply can’t let those data points be lost. A smart Performance Management system does it for you, enabling you to pull up any report, anywhere, from any device connected to the internet.
With organized and insightful intel at your fingertips, your role in HR can look a lot more like a coach and HR strategist than a paper-pusher or test administrator. Smart HR technology’s purpose is free up HR personnel to focus on their greatest assets: PEOPLE!
