Feedback vs Traditional Performance Management
Are you following a traditional approach for Performance Management for your employees that includes either Competency Evaluation or Objective Evaluation or both? Do you use formulas to weight out the importance of each aspect of your employees’ performance? Is that really enough to identify individuals that contribute positively to the company? What if the individual is contributing in a way that is not measurable through “old school” performance appraisals? How do you know that all Managers are evaluating objectively? Last but not least, how do you avoid being doubted because the manager doesn’t have the skills to evaluate someone better than him\her?
Talentia Software is focusing on cutting-edge trends in regards with Strategic HCM and Finance software. Personally, with almost 10-year experience in implementing HCM software for companies ranging from 80 employees up to 20.000, either as a Developer/Trainer or as Business Analyst/Account Manager or as my current position a Pre-Sales Manager, I have seen a lot. From organizations that are using five (yes 5!) Appraisers with complex process flows and endless business rules, to organizations that evaluate employees in just two universal core values (2 competencies) without any objectives.
By receiving feedback from our clients and prospects, Talentia Software is introducing a new way on evaluating Employees informally with a new module that is called Feedback. Allow your employees to keep endorsing each other throughout the whole year by using their smartphone. Introduce the meaning of Gamification by allowing your employees to gain scores and achieve badges from received Feedback. Let them build their own “Social-like” feedback wall to share their comments and their achievements. Use custom badges like “Contributor” or set up a medal awards as badges (Gold, Silver, Bronze etc.)
Traditional Performance Appraisals usually are divided in three phases: Objective Setting, Mid-Time Review and Final Evaluation. These phases are completed during an annual period. In our experience, and during the last phase, managers take into consideration the last 3-4 months of the employee performance. Feedback can work as an additional measurement tool to assist managers to evaluate in a more objective manner.