Having a performance discussionAccording to a 2016 Deloitte study, titled, Meta Analysis Research Paper, “Employee engagement is still a headline issue throughout business and HR. An overwhelming majority in this year’s survey (85%) ranked engagement as a top priority (that is important or very important).

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Traditional performance reviews with broad-based ratings are becoming a thing of the past

The article goes on to describe a new wave of engagement, “Building a compelling and meaningful work environment is a complex process. At the same time, the world of employee engagement and feedback is exploding. Annual engagement surveys are being replaced by “employee listening” tools such as pulse surveys, anonymous social tools, and regular feedback check-ins by managers. All these new approaches and tools have given rise to the “employee listening” officer, an important new role for HR.”

With only 46 percent of

the surveyed companies

responding that they are

“prepared to tackle the

engagement challenge,”

what does that mean for

the rest of us

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Technology Has the Potential to Make Tracking Clearer

In nearly every industry in every country, personnel are engaging with technology more often. From email and company forums to messaging services and apps, enterprise software is facilitating more conversations across more avenues than ever before

What that means for performance management is that there’s a significant vein of data available to tap to evaluate long-term progress. As everyone is enabled to interact with more technology, online systems become easier to use and maintain. This applies to both management and employees who are better able to navigate through online forms with greater understanding supported by intuitive tools embedded within the system.

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Problem Solving Through Modern Performance Review Templates

Most of the outdated ranking processes are being replaced by a modern set of performance review templates that promote consistent check-ins, coaching on-the-go and collaboration. Companies that have thrown out old practices are now empowered by the new technology available to employees and managers during their daily routines.

This guide provides you with a look at ways Performance Check-In Templates can be put into practice and set to use.

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Optimizing the Review Process with KPISOFT

Consistent processes make it easier for reviews to meet four of the key pillars of strong performance management: alignment, coaching, collaboration, and calibration.

Alignment is more than just streamlining the process. Review templates use multiple metrics throughout the year, linking employees to Key Performance Indicators (KPIs) relevant to the specific business goals and organizational strategies.

Coaching on-the-go through a digital review process ensures that physical barriers don’t prevent the process from continuing.

Collaboration of the data using a centralized reporting system allows HR managers to create a 10,000-foot view of their organization.

Calibration is essentially the ability to rank groups based on data, independent of the individuals who take down that information. An easier, more effective review process is possible even when there is turnover in all areas of management, thanks to a system that maintains information and uses data to track goals, meaning there’s always a reference point.

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Performance Management Done Right.CONTACT US

50 California Street, Suite 1500San Francisco

CA - 94111 (415) 439 - 5228 (415) 439 - 5299 info@kpisoft.com