Let these performance management trends light the way to shaping your organization to be ready for the upcoming change!
Ever since the world was hit by the waves of the Pandemic and we adopted the remote work culture, a lot of things have changed in terms of how we manage our teams, the ways of our work, and intercom within organizations.
The changes we once were anticipating and expecting are not somewhere in the future but they are already here and we are in the middle of what was and what is going to be.
We are at a fork where we see two paths ahead of us, one is a straight road that leads us to continue the same old methods keeping things stagnant and the other leads us to a new era of working. These performance management trends are no guarantee of success but rather a fresh perspective that should help you move forward when faced with difficult choices.
Whether you are a large organization, an SME, or a startup, if you are not quick enough to adapt to change and keep up, you are bound to take a hit. These performance management trends should give you an edge in keeping up and help you move forward.
Working with Freelancers:
Freelancers have gotten themselves more gigs and have found themselves busier in the last couple of years as they gained more traction during the remote working boom. Companies should consider using the help of freelancers as it is more cost efficient and take off some of the workload from their employees.
Freelancers also bring more flexibility and access to more specific skills to the table. Thanks to technology, freelancers have been finding work more easily and companies are finding freelancers to hire more easily.
Millennials to take over:
As we keep seeing the memes of all the 90s kids freaking out about approaching their 30s we can’t help but laugh at those, however, this reminds of the reality that yesterday’s kids have now grown up and we find more millennials in the management and senior management positions.
This helps the employees and the management by bridging the generation gap between the two which makes communication a lot smoother and thus maintains a much healthy and efficient work environment.
Going forward, we only see that there will be more millennials in these management and even executive positions. Companies need to adapt to this change in order to keep up the innovations and stay up to the game in the competition. Companies should let the millennials have more autonomy and flexibility as you would see a significant change when millennials are shown genuine interest.
Expect Job hopping to be a common Thing:
With an increasing number of millennials in the companies, you can expect the employees to want some change, millennials on an average stick to one company for a couple of years before they feel like switching to a different company or even a different role.
Employees prefer to stay when they are surrounded by like-minded people, creating a really good and engaged work and company culture would help in retaining the millennial employees.
Goal alignment needs more emphasis:
We have now come to a point where a lot of companies have adopted the OKR (Objectives and Key Results) Methodology when setting and assigning Goals. This is perfect as it gives you an option to link the employee’s personal growth with the organizational goal.
This new generation tool helps managers to link the Personal, Departmental and organizational goals together and track progress. Performance Management Module helps you with this seamlessly where you set and initiate the process and track the progress.
More Transparent Leadership:
Leadership and Management should be more honest with their employees and peers as this not only leads to a much healthier positive workplace environment but is also a very strong leadership tool.
Transparency has been seen as a performance management trend for the last couple of years now, so polish up your skills in honesty and clear communication as it helps in retention of the employees as well as their engagement.
An employee who feels comfortable in communicating with their managers and leaders about their issues and ideas tends to have a higher level of job satisfaction than those who don’t. Honesty also builds a stronger team and creates a great work culture.
Mobiles taking a major part of your workspace:
Working remotely has become very convenient for the employees, what becomes more convenient is if they are able to get work done out of their mobiles. Companies are already developing and deploying apps that they can provide to their employees to make their work easier, offering more convenience for both the organization and the employees.
Mobile access for the teams has not only become a necessity but is essential for increasing productivity. Moving the workforce to the mobile enables you to consume information from wherever you are, whether it is standing in a line waiting for your morning coffee or commuting from home to your office.
Happiness of your Employees:
A work environment where the employees are unhappy or dissatisfied is not only as sign of a lack of poor employee engagement but is also a reason why the employees would want to look for change or an exit from your organization.
It is time that companies take up KPIs to measure Employee Satisfaction and work towards building a much more pleasant and engaged workforce.
Annual Performance reviews are slowly losing their importance:
The annual Performance reviews were the one place where the employees had a space to share feedback and get reviewed on their performance, giving them the chance to identify and improve on their weaknesses.
As effective as it is, it might not be the most effective way of sharing feedback and reviewing employee performance.
Instead of having a review once a year where the data of the whole year is analyzed and reviewed, companies should adopt the continuous feedback method which helps in closing the gap between identifying and overcoming a weakness.
What changes are to be expected as we go further from here?
Based on the above trends and how your company operates, you must create an action plan and set goals accordingly that everyone in the organization needs to work towards. Having good tools and software like Keka’s Performance module makes it easy to set and assign organizational and individual goals, and keep track of the progress.
We all hope to achieve our organizational and individual goals while maintaining a healthy and engaged workforce.