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News - 14.04.2021

Posted by Megan Fairclough

News - 14.04.2021

The Top 3 Reasons Holding you Back from Changing your Performance Management

Do you feel it’s time to change things up with how you handle performance management? With the traditional work environment rapidly developing, it’s important to be dynamic when it comes to how we manage people. As the work situation has transformed – particularly since the events of 2020 – businesses have been forced to adapt in all departments.

It seems that while some managers embrace these changes, others are reluctant to acknowledge a need for the modernisation of HR practices. We’ve all come across managers who are reluctant to move out of their comfort zone. But those who stick with traditional methods (because that’s what they’re familiar with) may be unknowingly holding employees back from reaching their full potential.

In a recent episode of Our Tandem Talks, we spoke with thought leader Tamra Chandler. Tamra shared her insight on managing people in an ever-evolving work environment. During this webinar, we wanted to address the key factors holding people back from changing their performance management – so we asked our audience. Our poll pointed to the following three issues being the most prominent:

  • A lack of executive support.
  • A lack of manager trust.
  • The debate for rewards without ratings.

Now, let’s look at these reasons in further detail: 

Lack of executive support

A common reason holding people back from changing their Performance Management is a lack of executive support. Uprooting a familiar system will more than likely require some level of investment. Leaders may not always see the true value in undertaking a project of this scale. While there are obvious benefits to making changes, it can be difficult to nudge them forward.

This is one reason why there needs to be more open dialogue around introducing new ways of doing things. If you want to see real progress within your business, it should be an environment where new ideas are given space to grow. People should feel comfortable broaching the subject of rolling out new practices. We shouldn’t be left assuming that managers are generally unwilling to try new things. That way people don’t fear approaching managers with ideas. These days, embracing innovation can be a crucial factor in the long-term development of a business.

Manager trust

HR needs to take action to ensure that people feel confident in their managers. It’s not just about putting managers on leadership training anymore. Managers need to act as a coach, giving the right tips and advice at the right time.

People need to trust in their managers and it’s important that they feel like their managers are accessible. Managers should focus on laying the groundwork for openness and honesty in feedback practices. For instance, Our Tandem can provide tools to easily check-in with employees. There’s even a dashboard where you can conveniently view any feedback an employee has been given from other colleagues. This is the kind of modernisation that allows for greater manager trust.

Rewards without ratings

Traditionally, ratings have been used to assess employee performance however the audience results at our recent webinar show many would like to reward without ratings, and that there is great understanding that a people-orientated approach could be just the thing needed to drive ambition in employees. Albeit ratings are still a common and crucial factor in many organisations’ performance management strategies, here are some alternative methods of evaluating performance:

  • Regular performance check-ins that ensure moments of accountability. Often these check-ins can still draw a line in the sand about how you’re performing, without the conclusion of a rating.
  • Express approval and gratitude when it’s due. Encourage employees at all levels to speak up when they believe someone deserves it. People want to be recognised for their hard work and when they are, it drives them to do better.
  • Change the way you think about feedback. Don’t just deliver feedback, make it so that you request feedback too. Substantial and honest feedback from employees can be extremely beneficial from a management perspective. Request feedback frequently so that you can keep improving and moving forward.
  • Drive a ‘lighter styled’ rating if you still want some form of clear tracking. We see a softening of the language in rating systems and fewer ratings, designed to informalise the review, in favour of a more human-centric approach.

The importance of implementing changes in performance management

As you can see, there are countless benefits of re-evaluating how well your current system is really working. It’s important to make sure your performance management is modernised for the hybrid workplace we face into. Our lives have been somewhat upended, both in a work context and within our personal lives. The need to reboot performance management is more prominent than ever. We need to have a means of checking in with people, we need a means of managing performance that nurtures people’s talents. It’s important at times like these, that people feel comfortable to open up – particularly in situations where feedback is involved.

By modernising your methods, you can ensure that employees prosper at work. Our Tandem provides a means of doing just that. We’re here to help you develop and change your workplace culture with the aim of improving performance. We’re offering a new performance management framework and complimentary technology that allows for a sustained approach to feedback.

Our Tandem has been designed to sit naturally in the flow of your work, integrating with core HR systems, Microsoft Outlook and your ERP systems. Our onboarding program is straightforward, and you’ll get all the support you need throughout the implementation journey. So are you ready to reboot your performance management strategy? Get in touch today to book a demo today.

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