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Instead of a fixed and prescriptive annual loop, enable on-going, context-dependent feedback to accelerate your organisation’s improvement.

EVOLVE FROM A FIXED TO ADAPTIVE PERFORMANCE MANAGEMENT MODEL

Before embarking on a performance management transformation program for your organisation,

consider the following 5 tips

RECOGNISE THE CURRENT REALITY OF YOUR PROCESSES1

Performance management is a traditional corporate practice that, in many cases, has become a habitual exercise carried out for the sake of compliance.

As such, its value has become somewhat lost in the process. If this is the case in

your organisation, coming to terms with it is the first step to fixing what is broken, so it becomes ready for transformation.

UNDERSTAND: WHAT IS AT THE HEART OF PERFORMANCE MANAGEMENT?

You will need to ask yourself and your teams the hard questions:

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What are our goals as an organisation?

How does performance management help us achieve those goals?

What does it track?

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Get to the heart of performance management and recognise how it can impact each employee’s work habits…

and ultimately the organisation as a whole.

UNDERSTAND: WHAT IS AT THE HEART OF PERFORMANCE MANAGEMENT?2

Is there clarity within the organisation

with regard to its goals?

Is there employee focus and alignment

to these goals?

Ultimately, what do we want to achieve

out of the performance management process?

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For a successful transformation, get the right people in place and make sure they know how it will affect them.

IDENTIFY STAKEHOLDERS: NEW ROLES AND CAPABILITY SHIFTS3

Get everyone onboard Use organisation-wide education to clarify the objectives of the performance management transformation and get buy-in.Expand process decisions beyond HR and gain support from senior management to pave the way for a smooth transition.

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IDENTIFY STAKEHOLDERS: NEW ROLES AND CAPABILITY SHIFTS3

Educate managers who carry out performance reviews. Ensure they have the knowledge they need.

Establish guidelines, provide training, and shift their capabilities to the levels required for an effective on-going feedback system.

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CONSIDER NEW TECHNOLOGY4

When transitioning from annual reviews to a more productive on-going feedback system, new technology adoption is key.

Modern performance management systems are designed to be hyper-flexible and capture information in any setting you want.

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4CONSIDER NEW TECHNOLOGY

Look for mobile-enabled solutions for anytime, anywhere feedback.

Modern cloud-based systems allow employees and managers to grab a coffee with each other and chat about the latest project while capturing salient points with a smartphone or tablet.

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Understand the human elements behind the potential resistance to change.

PREPARE FOR CHANGE 5

You will need to employ effective leadership – or change management. But...

Your organisation may face challenges:

The new process will require time. Some individuals may feel threatened.

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Lay the foundation for a successful performance management transformation by planning for the change it will bring.

PREPARE FOR CHANGE 5

Assess the state of organisational willingness and readiness for change.Identify potential risk factors and intervention strategies.Develop an FAQ guide to help mitigate issues that arise along the way.

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talent technology people love to use

PageUp is a global talent management software provider with customers across 190 countries, including several Fortune 500 employers.

Our award-winning SaaS platform unifies Recruitment, Onboarding, Learning and Development, Performance Management and Succession Planning, with Advanced Workforce Analytics running across all modules.

We are passionate about helping organisations automate their people processes and strategically align their human resources, to execute on corporate strategy.

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