Everyone knows communication is vital to success! Communication is a very important process, no matter what you do in your life. Since we spent a lot of our time in our work environment, we can’t underestimate the importance of good communication on the job. We need to spend enough time on it and we also need to pay attention to the way we present it.
This is particularly true for the communication in the performance process. Continuous dialogue and feedback between managers and employees help them to have more structured conversations about how to align and improve performance.
Take this example into consideration:
Jane Doe, an engineer, has been making small mistakes in her design. Her manager has noticed this a couple of times and brought it to her attention. A few months later, the same thing happens again but this time with bigger consequences. Her manager refers to the first time it happened about Jane doesn’t seem to remember it. Nothing has been recorded and no actions were formulated. Her manager could have been proactively keeping track to avoid this situation, but if you’re not used to recording the conversations you have and formulating actions, it feels too harsh of a measure to send an email when somebody is making small mistakes.
Keep track of these situations can help the employee, the manager, and the company. With SuccessFactors’ Continuous Performance Management, employees can keep managers up to date on activities they are working on. They can add those activities to specific goals. Doing so, they can keep track of the progress they’re making. Managers can also track the team’s progress against goals and provide employees simple feedback and coaching. HR leaders can track whether one-on-ones are happening and provide managers guidance on effective coaching. Meetings can be captured, which means that you have always the whole history in your SuccessFactors’ system. Make feedback part of your weekly or monthly 1-on-1’s and record it so you create a continuous cycle of feedback, actions, and improvement.
How do you start continuous performance reviews within your company? There are many different ways, just finding what makes sense for you and your organization is the best. Many of our clients start by the department. and then expand to other business units so that eventually the whole company can be on board.
What does that mean for the end of the year and mid-year reviews? It doesn’t have to mean anything. You can still have them and they will still be beneficial but meanwhile having continuous performance reviews taking place throughout the year will just make it more impactful. There is a lot more information and history recorded which provides talking points and an accurate rating. We do see that many clients eliminate the mid year when the continuous performance management has been adopted well.
Interested to learn more about this topic and speak with peers who have implemented this in their organization? Please let us know and we bring you in touch with other organizations who can share their experience.