Retroactive vs. Proactive Performance Management - HighGround


The Retroactive vs. Proactive Performance Management Approach

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In our webinar last week, we tackled some of the great questions about tracking ongoing feedback conversations and the time spent on them. It got us thinking about how large, enterprise companies are making the transition toward ongoing, continuous performance management with their workforces. This week we’re going to discuss the administrative burden of current processes, how to shift toward the continuous feedback approach and why this transition can be made seamlessly using proactive performance management solutions.

Eliminating the administrative burden

It’s unreasonable to expect employees to accurately remember projects that took place six months ago and recount them during annual reviews. Likewise, the amount of time managers spend preparing and conducting these conversations dominates the process, overriding any actionable feedback or takeaways.

Quick conversations where employees are empowered to ask for and give feedback are much more efficient and productive. Employees can make more manageable tweaks to their performance. This model also helps conversations develop into meaningful coaching sessions for both manager and employee.

Adjusting performance management priorities

The shift toward continuous feedback is happening because goals and coaching are the priority – and extremely valuable for employees of all tenures, at all levels. Is there a development plan established early for new hires? What about employees who have switched teams or departments? Employees who need more developmental attention? Do you have a way of identifying managers who are great coaches?

Goal-driven conversations should take place quickly with new hires or those in new roles so ongoing feedback becomes intuitive. Focusing on goal achievement rather than past performance makes frequent check-ins intuitive. Effective goals have a set end date, creating a logical next meeting point (if not sooner) and providing an outline for the next conversation. In turn, managers become coaches and focused on helping their employees develop throughout the year.

Nurturing this new mindset in your workforce

Organization-wide changes, especially at the enterprise level, take time and effort. Not only must this transition be communicated, but also be facilitated and reinforced regularly among your workforce. For example, employee engagement solutions like HighGround help employees track progress in real-time and create an achievement log for management to reference. Because it’s a running record, conversation tracking happens more efficiently, reducing the administrative barrier that prevents many effective conversations from being held in the first place. Employees are held accountable for reaching their goals, managers are able to track and anticipate conversations and the senior management team can gain insight into the conversations that are being held.

The transition to real-time, continuous engagement with your workforce is a “mindset overhaul” that sounds intimidating – but it doesn’t have to be. With the right framework and tools in place, increasing employee engagement through better performance management is possible. To learn more about making this change, download our whitepaper, “Real-Time Engagement: A Modern Approach.”

Find out how HighGround can help modernize your performance management.

Human Resources Today

Human Resources Today