The workplace has evolved beyond annual performance reviews. Today’s employees want meaningful, frequent conversation about their performance and career path – and that makes coaching employees in the workplace more important than ever.
Not all managers are created equal
Once considered the norm, annual performance reviews have outlived their welcome in growth-minded organizations. In today’s workplace, HR teams recognize the disconnect between employees and the manager-driven goals that are common in annual review processes.
The ineffectiveness of traditional, annual reviews has contributed to negative perceptions about performance management in general. Research shows that more than 88 percent of managers feel performance management isn’t worth the time and hassle, and that roughly 70 percent of employees don’t think corporate performance management systems are fair.
Part of the problem is that managers are often trained in outdated, traditional management models or even worse – not at all. Managers are ill-equipped to embrace a forward-thinking collaborative performance management framework because they lack both the knowledge and experience to make it work.
To grow, your business needs a new approach to performance management – a strategy for coaching employees in the workplace and helping them achieve goals that align with both organizational priorities and the employee’s career objectives. And to get up to speed, they need technologies that provide conversation guides as well as functionality enabling them to solicit feedback from employees on their own performance as leaders.
3 tips for coaching employees in the workplace
Updating your performance management strategy may be easier than you think. By implementing technology that enables a more agile approach, you can improve performance and create a happier workforce:
- Focus on Employee-Driven Goals – Instead of outlining a series of objectives for employees, give them the opportunity to set their own goals. As a manager, you can work in tandem with employees to ensure they’re on track, offering support and guidance when needed.
- Hold Frequent Check-Ins – Annual check-ins are out. For performance management to be effective, managers should schedule frequent check-ins with employees. Check-ins help employees stay on top of the goals they’ve outlined and allow them to address challenges or concerns with managers as they arise.
- Enable Peer-Driven Feedback – Part of coaching employees in the workplace is allowing them to request feedback from peers, partners and even customers – not just managers. Employee-driven feedback gives staff the opportunity to recognize each other in real time, and eliminates the idea of feedback as a strictly top-down initiative. Plus, peer-to-peer feedback encourages a more transparent, collaborative work culture.
Ready for a better performance management strategy?
Coaching employees in the workplace doesn’t have to be complicated. At HighGround, we empower HR teams and managers with a comprehensive, employee-centered platform designed to improve performance and goal-setting through regular feedback, real-time performance management and real-time recognition.
Is it time to transform your approach to performance management? To get started with HighGround, contact us today.