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Don’t be surprised if you see the #MidYearReview hashtag trending on your Twitter screen. Mid-year performance reviews - traditionally overshadowed by their Year-End counterpart - are having their moment! (image courtesy of Twitter)
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Small businesses have the same people and talent challenges that big companies do and can reap the same benefits from HR technology. The HR software available to HR leaders today makes managing people and performance easier and more effective. The bottom line is that HR software:
The self appraisal process provides unique benefits and serves some specific purposes in the employee performance management process. Including self appraisal in the performance appraisal process can help managers make more accurate performance ratings and conduct productive performance review discussions with employees, if used properly.
Performance ratings provided by managers on goals and competencies are important data points in HR and leadership decision making. Performance ratings have consequences. These data points not only have an impact on compensation but are considered in promotion decisions, succession planning and the allocation of developmental resources. Inaccuracy and inconsistency can lead to legal actions and can have a significant negative impact on employee engagement, retention and overall performance. As a result, making sure performance ratings are fair and accurate is critically important.
An internet search on 360 degree feedback yields a plethora of results. In fact, I just searched '360 degree feedback' now and found over 9 million results! It seems that solution providers have appeared out of nowhere. Unfortunately, many of these vendors are offering services with little or no experience and expertise. Given the impact and importance of 360 degree feedback, it is important to do your research.
The cyber revolt against Marissa Mayer’s telecommuting ban has been fast and furious. “Aren’t flexible working relationships, flip flops and free lunch the mainstay perks of tech companies?!” netizens shouted. While Yahoo bucking the work from home trend has largely been voted a fail across the web – even Richard Branson weighed in on his blog – this action brings to the forefront some absolutely huge employee performance management issues that must be addressed by leaders managing a virtual workforce.
Organizations that implement highly successful 360 programs have a few secrets to running such successful feedback initiatives. And they're not sharing...but we are!
If all of those ratings, comment reviews, and one-on-one meetings have left you with a bad case of feedback fatigue, you needn’t worry – it is about time to put it all to rest. Before you call it a wrap though, use this time to conduct a post-mortem audit that will help identify what worked best – and what must be changed going forward.
The rise of social networking and media, along with fast and edgy companies who promote their open, share everything with everyone cultures means Social Performance Management is the new “hot”. But does this leave good - dare we say old-fashioned - 360 degree feedback as the “not”?
While proper planning does not always eliminate unexpected problems (like the infamous 2013 NFL Superbowl 34 minute power outage), it is a vital component of implementing a successful 360 degree feedback process.
