Half of the managers don’t like the current performance management system in their organisations. This was the conclusion from a report back in 2019 by Sibson Consulting. After Covid-19, this statement holds so much more value.
Employees and managers want a workplace where they can utilise their talent with pride and honour. Without a cohesive and nurturing performance evaluation system, it’s hardly ever possible.
As a manager or a team leader, you should educate yourself on five smart ways to empower your team members.
This could be possible by using the uKnowva performance management tool. But below, learn the better way to incorporate such tools in your workplace culture for everyone’s betterment.
5 Smart Ways To Enhance Effectiveness Of Your Team Using Performance Management:
Define goals that matter.
Each goal and target you set for your employees must matter. It has to deliver a purpose for your teams. Otherwise, they find it hard to form a connection to their job roles, despite knowing the skill.
A performance management tool or system will allow you that. There, you can set up new and better goals. You can adjust them if they are too high on the spectrum for new employees. And keep on regularising them if you are working with an over-achiever.
The entire experience is fun, proactive, and challenging. As a manager, you have to move with the people you work with. Be it your peers, subordinates, or seniors. The performance evaluation tool will give you that cutting-edge to support your teams.
Employees value their position and firm more when they know they have a say in setting up their goals. So, don’t forget to ask them frequently if they can achieve their goals and have the confidence to break their records.
Despite the situation, involve your team when setting up clear KPIs on the employee performance evaluation too.
Have a future-forwarding approach.
A performance appraisal software works effectively in your favour when you’re ahead of the time and trend. The trend to review your teams after a year is long gone. You wouldn’t even remember how they were a year ago.
Most likely, many of them will leave the firm in a year or move to higher positions. What you do here is to review and rate frequently. It could be every month or after the completion of every project assigned.
Every peer, partner, reviewer, and approver must rate the employee in a project. That is a very smart way to increase the performance of such employees. They will continuously know how well they perform after getting reviews from 360-degrees.
So, a performance management software like uKnowva readily gives you that advantage. Using it, you can refine your appraisal cycle and tactics with changing times. It can work for every employee, trend, and season.
What matters here is that you drive your employees to rate and review each other on time. Show them how this review and rating creates a big impact on their life at work. They will surely follow suit if they see scope for the greater good.
Communicate with a purpose to drive results.
Each communication has to drive an action to achieve common organisational goals. You can use the modern PMS integrated with chat tools for teams and groups. There, the level of transparency between each team member is high, which boosts morale and confidence.
So, when you indulge in the performance evaluation process next time, your review and ratings must be valid. Whereas communicating directly with your teams will get work done faster and on time.
They can reach their RMs or TLS to get queries sorted without waiting extensively for emails or planning meets. Raising tickets and grievance issues on such a network system are fast, reliable, and secure.
So, more concentration can be on radically delivering the best performance for each project. This behaviour improves external rapport with clients, vendors, suppliers, or more stakeholders for billing them right.
Continuously staying in touch with your teams with a purpose builds confidence to achieve. Teams know that they must not indulge in workplace gossip or waste time. They will grow more attached to their success and growth in the firm.
That happens when they trust their reporting manager’s vision. But it develops with time and by constantly nurturing one-on-one relationships between subordinates and seniors.
That’s why a performance management system amplifies team effectiveness with open and goal-oriented communications.
Integration with other apps for a better picture.
Performance management software is even more successful in driving better performance when it aligns with timesheets and projects. Without knowing what projects each employee completed, it’s impossible to rate and review them. Such feedback would not be valuable and might not be trusted.
However, employee performance evaluation is more justified with 360-degree feedback. That is only possible when projects and timesheets are aligned. The PMS can bring forward the data generated from the former.
Using that data, reporting managers overview the bigger picture of each employee’s performance scale/graph. They know stats like:
- The total number of projects completed by each employee.
- How many employees worked on a single project?
- Which employee completed the least number of tasks or projects?
- Which employees are performing or completing their projects before/after time?
Answers to such queries help reporting managers rate their employees better with comprehensive knowledge. At least, their hike or stalls on promotion would be justified from every aspect.
Later, employees become even more serious about their job roles when their work impacts their salaries or promotions.
However, managers must present the best example before their teams for healthy competition. For that, they can praise and talk about the achievements of top-performing candidates from the data in the
performance evaluation process.
When teams witness this appraisal, they want to work hard too. That’s one smart way to jumpstart the effectiveness expected collectively from team members.
Rate when required.
Don’t delay to rate your employees. That’s not the way to use the modern performance management tool. When your team gets rated on time, they have enough time and opportunities to improve.
They will know what you expect and how to deliver their project next time. At least this will help nurture your team members right from day one. That’s why employee performance evaluation has to be after completing an important project or meeting desired KPIs for the period.
Employees positively get the ego boost, seeing that their work is being appreciated and evaluated at the right time.
Conclusion:
Nurturing employees and their talents is becoming tougher by the day for human resource managers. With the presence of a performance management system, some tasks are easier and manageable in bulk.
So, from the five smart ways above, you at least get the basic knowledge of bringing positive change in your team. They can be working from any location, set up in any roster. What matters while using uKnowva PMS is that your teams stay dedicated to achieving their tasks on time.
This supervision and encouragement are achievable from the performance evaluation process enabled in the PMS. That happens without interfering with employees’ work style or micromanagement. It keeps everyone happy, satisfied, and charged up to do better consistently.
