4 Strategies to Improve Your Performance Management Process (plus one tip on software)

A few weeks ago we discussed the pros and cons of the traditional employee performance review and how it’s fairly problematic in nature. In short, it leaves a lot of space for subjectivity and miscommunication. This week we want to talk about other ways employers can manage performance, the strategies that we think do a better job at promoting a positive company culture.


4 strategies with some serious ROI


  1. Be clear from the start. As with most employee-related matters, expectations and goals should be concisely presented throughout the onboarding process. This is the company’s opportunity to not only provide new staff them with important documents, it’s also their best chance at communicating the atmosphere the new employees are entering, how productivity will be measured, and the support system they can expect.
  2. Give feedback consistently. Instead of a quarterly, formal sit-down with employees, we advocate that upper management take a more hands-on approach with providing verbal feedback and guidance on a regular basis. This would involve ‘casually’ checking in with employees about their projects and soliciting their own feedback and offering guidance on any concerns that may arise. While it may seem more time-consuming, the end result are projects that meet deadlines and objectives, and employees that can give their best.
  3. Incorporate peer reviews. Often referred to as 360, peer reviews can offer invaluable insight into the evolution of a project, both the good and the bad, that management can easily miss simply by not being an active participant. However, take care not to allow a peer review system to become a dumping ground of unproductive complaints.
  4. Tackle issues before they become an issue. Addressing concerns in a timely manner goes a LONG way in not only resolving the problem but also instilling confidence in a team that management can be a productive part in meeting goals while protecting their best interests. This ties in with number two and three on our list as well, it’s all about establishing constructive communication!


And a suggestion on software…


When it comes to choosing performance management software or evaluating an existing program, it really comes down to being user-friendly. Fancy features are meaningless if they are not going to be used, so look for software that has a practical interface and offers functions that you actually need. In regards to evaluating a program your company already uses, look to see if it’s actually being used! Nobody has time for tech that makes their job more difficult so you’ll be able to see right away if it’s a good fit for your team.


Employee development should always be at the forefront of a company that wants to grow, stay relevant in their industry, and attract the best talent. And performance management should reflect that. Be consistent and frequent in offering guidance, and you’ll find that both employees and projects benefit. Here is where an experienced HR team like Eos HR can help. We make sure small business teams are successful in maintaining the practices that support a productive company culture. Schedule a free consultation today to learn more.


#hr #weareEOSHR #performancemanagement #smallbusiness