With the focus of performance management moving away from competitive assessment and towards continuous performance improvement, so too are the expectations of employees. Inspired and supported by continuous technological advancements in both the workplace and their private lives, employees have switched from passive recipients to being actively engaged in their own learning, development and careers.
In this blog we take a look at how best to manage the performance of your employee’s and align their expectations with what you have to offer them.
# REGULAR FEEDBACK AND GREATER TRANSPARENCY
Informed by their experiences in social media, employees have grown accustomed to much greater levels of transparency and to giving and receiving frequent and real-time feedback. This has resulted in similar expectations from these individuals in the workplace. Job seekers regularly logon to sites like Glassdoor, Careers24 and JobVine to access company and management reviews, CEO approval ratings, salary reports, interview reviews and questions, benefits reviews and much more. Before even deciding to apply for a position, they are able to get a feel for what it would be like to work in your organisation, what your values are, and whether or not you’re living up to your Employee Value Proposition (EVP).
# CONTINUOUS LEARNING OPPORTUNITIES
Compelled by advances in technology and a rapidly changing workplace, employees of all generations are under constant pressure to broaden their skills portfolio and increase their career mobility. To attract and retain the best talent, organisations need to provide continuous learning and development experiences which allow the employees to take charge of their own careers and development.
# SUPERIOR EMPLOYEE EXPERIENCE
Creating a superior employee experience includes simplifying workplace processes in order to enhance employee performance and engagement. Traditional performance management systems have become more and more complicated over the years in their attempt to assess performance and link it to pay. Employees want to work for an organisation whose performance management processes are simple, easy to understand and most definitely automated.
# PERSONALISED EMPLOYEE SUPPORT
Organisations are increasingly using personalisation in their performance management systems and processes in an effort to improve the employee experience. They recognise that employees need to be treated as individuals in order to motivate them and bring out the best in their performance. Your employees expect tailored development plans and strategies which will assist them in achieving their goals and reaching their full potential.
An understanding of the expectations of this new empowered workforce will assist your organisation in implementing a performance management system which is forward looking and which enables performance and drives business results.
By Natanya Rutstein