Performance management is crucial to anyone who wants their business and its employees to thrive. Unfortunately, it is often seen as a ‘tick-box’ HR exercise that becomes dreaded. Professional performance coach Alvin Govender teaches us the value of a system that ‘gets the job done’.
Performance management systems have been widely used for decades; from close-knit teams in small businesses to large interglobal organisations – and the hard truth is that nobody gets it 100% right all the time.
Negative utterances like, “It’s a waste of my time” or “I wonder if anyone reads my comments”, should propel leadership to strive towards getting more out of the system which is a great tool for assisting strategic planning.
As a seasoned professional performance coach with a wealth of knowledge around employee wellness, Govender says these systems are ultimately implemented to keep staff aligned with company goals. Having worked alongside teams across multiple industries, Govender has witnessed incredible positive change in this space over the past decade.
Used correctly, he advocates that effective appraisal systems should be seen as a critical tool that companies seeking success should keep in their toolkit.
Escaping the apathy trap
In sectors or organisations with no formal appraisal system, the result is a lack of motivation and a below-average work ethic. Not ever being formally evaluated is detrimental to everyone. Not only do those underperforming fly under the radar but the hard-working individuals who aren’t formally recognised feel demotivated and lacklustre.
The truth is that while continuously working long hours can lead to burnout, occasionally putting in extended hours is no problem for employees who feel valued. While no two people are the same, running regular check-ins with employees allows managers to understand their staff’s motivating factors and how to incentivise them correctly.
Performance management versus bonus reviews
Having led many teams through effective performance management, Govender says that the success or failure of these systems comes down to individuals being invested in the process. It is also key to ensure that the approach to performance management is uniform.
Equally important is ensuring annual reviews which affect your increase or bonus are guided by company policy. There should then be scope within teams to manage their small-scale incentives that keep the team motivated by using regular goal-setting milestones.
Leaving less room for error
According to Govender, some standard principles can be easily integrated for quick improvement. Effective systems have these traits in common:
- Good performance management should not feel cumbersome. Systems that require hours of administration are hard to get people on board with. Create simple digital forms for easy completion to ensure employees comply.
- Zero room for nepotism. As soon as a system has been corrupted, it’s lost the potential to influence or motivate change. Ensure there is little room for bias by allowing reviews to be guided by company policy and employment contracts.
- Focussed sessions. Unfortunately, a quick ‘camera off’ call or a rushed coffee doesn’t give room for an employee to share if they are battling with overwhelm. Managers need to dedicate themselves to quality check-ins that build true connections within their teams.
- Transparency is key. Do not enter tough conversations without being willing to engage honestly. Occasionally performance reviews may warrant mediation, but the end goal should be to re-align both the employee and the company for mutual benefit.
- Regular check-ins. Apart from formal reviews, scheduling more regular check-ins is a critical factor in successful teams. Being able to work together towards improvement also means that no one is surprised at the annual review. Conversations around performance should be ongoing.
- Make enjoyment a priority. If budget allows, allow teams some autonomy in deciding how their small-scale team building and strategising can happen. Whether it’s over a game of Padel or at a cooking class, most people form bonds better in less formal surroundings.
Effective performance management systems create valuable touchpoints that aid alignment and goal setting whilst creating a safe space for teams to engage. The strengths and areas of development should be discussed.
While the ever-evolving digital landscape leaves no workplace unaffected, it’s good to know that there is no tangible replacement for the feeling that teamwork invokes. Use this as encouragement to stay engaged in the performance management eco-system and your ability to influence it. The ultimate goal is the growth of the employee, the team, and the organisation.