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As lockdown is easing across the world and many companies are thinking about returning to work from home/furlough, HR are now at the forefront of getting everyone ready for the new normal.
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While an effective coaching discussion should address past performance, you will have a greater impact on an individual if you focus on what needs to be done in the future.
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The digital transformation of the 21st century made an incredible impact on our world, our communities, and our businesses. Despite this shift and ever-changing times, many organizations still rely on traditional performance management systems.
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The performance review process and criteria will need to be adjusted, especially for jobs that do not have numeric, objective measurements as a performance gauge.
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With the changes brought forward by the pandemic, workforces are now more distributed than ever before with many employees working from home for the first time in their career.
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But here’s what we can’t let ourselves forget: businesses like yours still have work to do, products to make, customers to serve, and employees to manage. And to that point, you have performances to manage.
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I think any executive who wants to promote integrity in their workplace should think long and hard about the performance target numbers you post on the wall because they can have unintended and damaging consequences.
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Performance appraisals are designed to serve multiple masters. At the organizational level, they provide critical information for workforce alignment, succession planning, compensation calibration and budgeting.
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The human experience in today’s workplace is fluid and rapidly morphing into a new world of work. The world has suddenly shifted to a virtual workforce due to the international crisis caused by the coronavirus pandemic.
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Companies that weather the crisis relatively well may choose to continue with measures like mandatory work-from-home policies even after their cities are officially re-opened for good.
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