When it comes to the “Annual Review” for most this takes on a passive approach to improvement. Often feeling more like just another administrative task and it can start to lose its meaning and effectiveness. So how do you reinvigorate your performance reviews? First, you must simply change the game. Instead of focusing on the months past in a reactive way, you become proactive and focus on promoting constant year-round communication.
Continuous Performance Management (CPM) provides a central location for tracking an employee’s progress. Employees record their goals and related achievements while managers provide real-time feedback and coaching to help guide them. Unlike the more formal Annual Review Process, Continuous Performance Management (CPM) promotes frequent and casual conversations between managers and employees thus fostering progressive improvement and encouraging employees to drive their own development.
The key features in Continuous Performance Management (CPM) are Activity and Achievement tracking, Ask for Feedback, Coaching, Other Topics, and Capturing 1:1 Meetings.
Activity and Achievement Tracking
Employees can access Continuous Performance Management (CPM) to log activities and add updates on their progress. With the integration of Performance and Goals, employees can link their activities to specific performance or developmental goals. Employees are prompted to create a corresponding achievement upon the completion of an activity. These achievements will appear in their goal plan and on their performance forms.
Ask for Feedback
The request feedback feature enables employees to gather feedback from employees or direct reports without having to wait for a formal review period. Employees, who have been requested to provide feedback, receive a new task in their to-do tile.
With Coaching, Managers can provide constructive advice or feedback to their reports in a simple framework. They are prompted to enter in one thing the employee did well and one thing the employee could improve upon.
After the completion of a 1:1 meeting, employees and managers can click Capture Meeting to take a snapshot of the content and record that a meeting occurred. The displayed number of days since the last 1:1 meeting is refreshed. Employees and their managers can easily go back at any time to review a captured meeting.
And Other Topics
This allows the scope of conversations to extend beyond the scope of an employee’s current activities. These topics can be anything the employee would like to discuss with their manager regardless if it pertains directly to an activity or not. Employees can add topics or their managers can add them on behalf of the employee.
Performance isn’t meant to be a static measurement recorded once a year. Regular check-ins and conversations ensure employees are on the right path and help smooth out bumps along the way even key in assisting with retaining top talent. Constant and year-round communication is essential to truly have a meaningful impact on performance growth.