This week, we explore why coaching is an essential tool in the HR kit, share the most critical elements of a good Continuous Performance Management system, discuss how to bias-proof your performance reviews and explore why real-time feedback works.
This week’s growth quote:
“They always say time changes things, but you actually have to change them yourself.”
– Andy Warhol
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Knowledge is power, especially when picking the best Continuous Performance Management System (CPMS). When you’re on the hunt for one, start by asking yourself: is it simple to use? The higher the learning curve, the lower the adoption rate. Then ask how your CPMS can help the rest of your company. You’ll incentivize adoption if you spread the benefits, say, by sharing insights and data across the business.
The Globe and Mail
If your company relies solely on annual reviews to manage employee performance, it’s missing out on 364 opportunities a year to course correct. In a fast-moving world, agility is key. Learn why regular and timely feedback will take the sting out of criticism and create a bigger impact. Here’s a couple of clues: it’s more effective to discuss the present than the past. Also, resist a top-down approach to goal setting; if an employee sets their own targets, they’re more likely to stick to them.
The ability to get more from your team is a gift and one that can be taught and honed. Nowhere is coaching more valuable than when helping employees make career choices. Helping them see opportunities or ways to upskill will result in happier employees and greater productivity—an impact which will ripple through your entire company. Here’s one way to do it: ask questions that help your employees re-imagine their own future.
When’s the last time you ‘audited’ your performance review process for bias? You may want to, as research by Stanford University shows that the majority of employees view reviews as “highly subjective.” Recency and gender are two culprits likely to skew a fair assessment, but there are actions you can take. Betterworks’ CMO, Deborah Holstein, suggests giving your reviews a clear structure and basing your analysis on whether an employee has met objective targets.
Ready to turbocharge your organization’s performance? Read the Ultimate Guide to OKRs featuring New York Times bestselling author John Doerr.
If you missed the last recap, read it here: Saying ‘Bye’ to Top talent, Taking Rejection, and An End to Ego.