{"id":150,"date":"2023-01-27T06:32:00","date_gmt":"2023-01-27T06:32:00","guid":{"rendered":"http:\/\/blog.synergita.com\/?p=109"},"modified":"2023-01-27T06:32:00","modified_gmt":"2023-01-27T06:32:00","slug":"effective-performance-management","status":"publish","type":"post","link":"https:\/\/newtest.synergita.com\/blog\/effective-performance-management\/","title":{"rendered":"Effective Performance Management"},"content":{"rendered":"\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><a href=\"https:\/\/blog.synergita.com\/wp-content\/uploads\/2013\/01\/effective-performance-management.jpg\"><img decoding=\"async\" src=\"https:\/\/blog.synergita.com\/wp-content\/uploads\/2013\/01\/effective-performance-management.jpg\" alt=\"Effective employee performance management\" class=\"wp-image-270\"\/><\/a><\/figure><\/div>\n\n\n<p>The motivations for employees to work hard are:<\/p>\n\n\n\n<ul>\n<li>To get manager&#8217;s appreciation for a good job done,<\/li>\n\n\n\n<li>Get timely feedback on areas of improvement,<\/li>\n\n\n\n<li>To get rewarded financially for the contributions made and to have a good career growth.<\/li>\n<\/ul>\n\n\n\n<p><em>This is a reasonable expectation from an employee as:<\/em><\/p>\n\n\n\n<p>1) The need for human beings to get appreciated by others is innate in their nature as social beings.<\/p>\n\n\n\n<p>2) The aspiration to grow financially is there for every one.<\/p>\n\n\n\n<p>3) Beyond the basic needs that can be met financially, employees also look for higher level needs such as challenges, more responsibilities and a sense of contributing to something that is bigger than themselves.<\/p>\n\n\n\n<p><strong>Traditional performance reviews :<\/strong><\/p>\n\n\n\n<p><a href=\"https:\/\/www.synergita.com\/blog\/ultimate-guide-to-performance-reviews\/\">Performance reviews<\/a> are usually done at the end of the year in organizations to assess how employees have performed through-out the year and to give them an increment and promotion based on that. But often times, the performance review activity turns a nightmare for employees, managers and HR. The following are some of the problems faced by each of the affected stakeholders:<\/p>\n\n\n\n<p><strong>Manager<\/strong><\/p>\n\n\n\n<p>It is difficult to remember the contributions made by the employee through-out the year, and so the manager instead&nbsp;focuses&nbsp;on the past few months or few weeks of performance which is fresh in memory.<\/p>\n\n\n\n<p>2) Instead of doing an objective review, managers consider these reviews as an annual ritual and try to complete it without giving enough attention.<\/p>\n\n\n\n<p><strong>Employee<\/strong><\/p>\n\n\n\n<p>1) Employee feels his manager is too&nbsp;judgmental. No proper evidence is given to validate a rating.<\/p>\n\n\n\n<p>2) Manager might overlook all the positive contributions and instead the focus might get more on negatives.<\/p>\n\n\n\n<p>3) In today&#8217;s organizations, there is a lot of collaboration and lateral dependencies on people and their performance. So even a 360 Degree feedback done once a year is not adequate.<\/p>\n\n\n\n<p>These practices of ineffective Performance management effects the growth and efficiency of the employee as well as the Organization.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong><span style=\"font-size: 18px;\">The new Solution to achieve effective performance management : Periodic Reviews and Continuous Feedback<\/span><\/strong><\/h2>\n\n\n\n<p>The above mentioned difficulties can be over taken by introducing a system of bottom-up and periodic review plans (Structured but initiated by Managers and Employees), continuous \/ any time feedback and social rewards and recognition programs.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.synergita.com\/blog\/4-simple-ways-to-introduce-continuous-feedback-in-the-workplace\/\">Continuous feedback allows employees to get feedback<\/a> year long not just from managers but also from their teams, skip level managers, internal customers, external customers and other relevant people whom they work with.<\/p>\n\n\n\n<h4><strong><span style=\"font-size: 18px;\"> Advantages of having Effective Performance Management:<\/strong><\/span><\/h4>\n\n\n\n<p>1) Feedback given then and there helps employees to understand how they are performing. While positive feedback gives them a sense of accomplishment, they can still look at negative feedback with a clear mind when the evidence is fresh in their mind so that they can take corrective actions.<\/p>\n\n\n\n<p>2) Since multiple people share their feedback, it is more validated and moderated, benefiting both managers and employees.<\/p>\n\n\n\n<p>3) The year end reviews would be easy on everyone, as the expectations and feedback have been communicated in both directions round the year and there will be no surprises!<\/p>\n\n\n\n<p>4) The organization can also experiment with rewards and recognition programs that are peer reviewed and link these to financial rewards at the end of the year.<\/p>\n\n\n\n<p>Gartner recommends that organizations should balance their top-down traditional performance reviews and pay-for-performance programs with bottom-up, social recognition and rewards. So the right mix of continuous feedback and rewards, employee specific reviews and the formal annual reviews will make <a href=\"https:\/\/www.synergita.com\/?utm_source=Blog&amp;utm_medium=Website&amp;utm_campaign=Raji\">performance management<\/a> more effective, resulting in better engagement, motivation and development of employees.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p><strong>About the Author : Kavitha Kalyanasundaram is the Implementation Manager at Synergita.<\/strong><\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><a href=\"https:\/\/www.synergita.com\/synergita-test-drive.html?utm_source=Blog&amp;utm_medium=Post&amp;utm_campaign=Raji\" target=\"_blank\" rel=\"noreferrer noopener\"><img loading=\"lazy\" decoding=\"async\" width=\"650\" height=\"96\" src=\"https:\/\/localhost\/synergitablognew\/wp-content\/uploads\/2013\/10\/synergita_test-drive-1-1.jpg\" alt=\"\" class=\"wp-image-5470\" srcset=\"https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2013\/10\/synergita_test-drive-1-1.jpg 650w, https:\/\/newtest.synergita.com\/blog\/wp-content\/uploads\/2013\/10\/synergita_test-drive-1-1-300x44.jpg 300w\" sizes=\"(max-width: 650px) 100vw, 650px\" \/><\/a><\/figure><\/div>","protected":false},"excerpt":{"rendered":"<p>The motivations for employees to work hard are: This is a reasonable expectation from an employee as: 1) The need&#8230;<\/p>\n","protected":false},"author":6,"featured_media":270,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[14],"tags":[94,13,20],"ppma_author":[57],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Effective Performance Management System - Synergita<\/title>\n<meta name=\"description\" content=\"Effective Performance management is very essential to keep up the employees efficiency in an organization. Continuous feedback is the right solution for it.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/newtest.synergita.com\/blog\/effective-performance-management\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Effective Performance Management System - Synergita\" \/>\n<meta property=\"og:description\" content=\"Effective Performance management is very essential to keep up the employees efficiency in an organization. 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