{"id":7265,"date":"2020-12-24T12:51:45","date_gmt":"2020-12-24T12:51:45","guid":{"rendered":"https:\/\/www.synergita.com\/blog\/?p=7265"},"modified":"2020-12-24T12:51:45","modified_gmt":"2020-12-24T12:51:45","slug":"leveraging-the-power-of-technology-for-effective-performance-management-system","status":"publish","type":"post","link":"https:\/\/newtest.synergita.com\/blog\/leveraging-the-power-of-technology-for-effective-performance-management-system\/","title":{"rendered":"Leveraging the Power of Technology for Effective Performance Management System"},"content":{"rendered":"\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">Who is Our Speaker?&nbsp;<\/h4>\n\n\n\n<p>Yuri&nbsp;Kruman, J.D., SHRM-SCP,&nbsp;is an Interim CHRO for fast-growth companies, CEO of HR, Talent &amp; Systems Consulting (Top 10 HR Consulting Vendor in 2020 per HR Tech Outlook Magazine) and top executive&nbsp;leadership&nbsp;coach.&nbsp;He is the author of the books,&nbsp;<em>What Millennials Really Want&nbsp;from Work and Life, Returns and Exchanges: A Novel, The Egypt in My Looking Glass:&nbsp;A Novella.&nbsp;<\/em>&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Podcast<\/h4>\n\n\n\n<figure class=\"wp-block-embed-youtube wp-block-embed is-type-video is-provider-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"Leveraging the power of technology for effective performance management system\" width=\"840\" height=\"473\" src=\"https:\/\/www.youtube.com\/embed\/onW_BTsY_ww?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">A Glimpse of The Insightful Podcast&nbsp;<\/h4>\n\n\n\n<p>00:41&nbsp;\u2013 04:35&nbsp;&#8211;&nbsp;How&nbsp;did you cope with the greatest HR challenges leveraging the power of technology?&nbsp;<\/p>\n\n\n\n<p>04:51 \u2013 08:55&nbsp;&#8211;&nbsp;Are companies are matching the performance management needs of the current scenario?&nbsp;<\/p>\n\n\n\n<p>08:58 \u2013&nbsp;10:13&nbsp;&#8211;&nbsp;Should&nbsp;managers provide some suggestive actions to employees along with reminders?&nbsp;<\/p>\n\n\n\n<p>10:16&nbsp;\u2013&nbsp;11:32 &#8211;&nbsp;How do setting right objectives and continuous check-ins can make an organization more agile?&nbsp;<\/p>\n\n\n\n<p>11:33&nbsp;\u2013 15:15&nbsp;&#8211; How do you make people accountable for their own performance?&nbsp;<\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">An Eye-Opening Conversation on HR Technology and Performance Management&nbsp;<\/h4>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><strong>S<\/strong><strong>ince you started working in human resource<\/strong><strong>,<\/strong><strong>&nbsp;<\/strong><strong>w<\/strong><strong>hat in your experience h<\/strong><strong>as been the greatest challenge among engaging with employees through workforce planning<\/strong><strong>, increas<\/strong><strong>ing<\/strong><strong>&nbsp;employee engagement<\/strong><strong>,<\/strong><strong>&nbsp;<\/strong><strong>or&nbsp;<\/strong><strong>performance management<\/strong><strong>?<\/strong><strong>&nbsp;<\/strong><strong>A<\/strong><strong>nd how did&nbsp;<\/strong><strong>you<\/strong><strong>&nbsp;cope with these challenges using technology<\/strong><strong>?<\/strong>&nbsp;&nbsp;<\/p>\n\n\n\n<p>I&nbsp;would say,&nbsp;that&nbsp;<strong>one of the biggest pieces is trust<\/strong>. It\u2019s&nbsp;unfortunate&nbsp;but in this day&nbsp;most corporations have&nbsp;a&nbsp;lot&nbsp;of problem with just having trust from&nbsp;their employees,&nbsp;right?&nbsp;I mean&nbsp;you&nbsp;can set&nbsp;any number of factors between the distance,&nbsp;between word&nbsp;indeed from the top and of course,&nbsp;that filters down it becomes bigger through the lower levels.&nbsp;You&nbsp;can talk about the compensation structure of most companies, where&nbsp;the&nbsp;CEO&nbsp;makes 300 times or what&nbsp;your&nbsp;lowest level employees are making, you can talk about poor communication,&nbsp;you can talk about&nbsp;being&nbsp;beholden&nbsp;to shareholders&nbsp;but&nbsp;let&#8217;s not go too deep into that,&nbsp;just&nbsp;on a&nbsp;practical level,&nbsp;I&nbsp;think that&nbsp;partly due to&nbsp;companies being stressed,&nbsp;executives are stressed,&nbsp;everyone&nbsp;working there&nbsp;is&nbsp;stressed,&nbsp;and&nbsp;of course, COVID has not made it any better. It has made it even worse.&nbsp;&nbsp;<\/p>\n\n\n\n<p>There\u2019s a squeeze for productivity,&nbsp;there&#8217;s a squeeze for survival so there&#8217;s&nbsp;a lot of anxiety,&nbsp;there&#8217;s a lot of kind of negative emotional forces not to mention&nbsp;the&nbsp;actual&nbsp;economic impact as well circling&nbsp;throughout every organization.&nbsp;&nbsp;<\/p>\n\n\n\n<p>So,&nbsp;trust&nbsp;is at a big&nbsp;premium and of course,&nbsp;in this situation,&nbsp;HR&nbsp;is expected to somehow&nbsp;instill&nbsp;that&nbsp;trust,&nbsp;maintain&nbsp;that trust,&nbsp;develop that trust,&nbsp;and that&#8217;s partly through communication.&nbsp;&nbsp;<\/p>\n\n\n\n<ol><li>You have to just make sure to&nbsp;be on everyone\u2019s radar&nbsp;as much as possible.&nbsp;&nbsp;<\/li><li>You also have to make sure that you&#8217;re checking in with people.&nbsp;You&nbsp;also&nbsp;have to make sure&nbsp;that your doing&nbsp;coaching.&nbsp;&nbsp;<\/li><li>You have to have&nbsp;clarity about&nbsp;people\u2019s&nbsp;job description,&nbsp;career pathways,&nbsp;how they\u2019re going to get&nbsp;promoted because everyone is extra anxious,&nbsp;extra stressed.&nbsp;&nbsp;<\/li><\/ol>\n\n\n\n<p>Certain elements of technology are very important,&nbsp;so let&#8217;s say in my work doing&nbsp;digital&nbsp;transformation for&nbsp;Inc&nbsp;5000 companies so they\u2019re growing very&nbsp;quickly&nbsp;but&nbsp;their processes,&nbsp;policies,&nbsp;procedures,&nbsp;systems are&nbsp;completely outdated and they\u2019re no longer able to just run on this team&nbsp;of our mission is the most important,&nbsp;our vision is so fantastic,&nbsp;right?&nbsp;It&#8217;s kind of like we&#8217;re in survival mode while pretending that it&#8217;s fine,&nbsp;it&#8217;ll be&nbsp;okay,&nbsp;but it&#8217;s&nbsp;very tough.&nbsp;&nbsp;<\/p>\n\n\n\n<p>So,&nbsp;technology gives people access to information.&nbsp;It&nbsp;<strong>enables<\/strong><strong>&nbsp;<\/strong><strong>people&nbsp;<\/strong><strong>to communicate regularly<\/strong>.&nbsp;I&#8217;m someone who is an&nbsp;interim&nbsp;CHRO&nbsp;sitting in Brooklyn for a company in San Francisco.&nbsp;So,&nbsp;for me technology, your&nbsp;Zoom,&nbsp;your&nbsp;Slack,&nbsp;and all&nbsp;these other tools,&nbsp;they are&nbsp;completely&nbsp;indispensable.&nbsp;I can&#8217;t physically&nbsp;be in San Francisco&nbsp;very often but for me the human factor&nbsp;which means I am&nbsp;a coach,&nbsp;so other than heading HR and building systems&nbsp;and&nbsp;making sure that our employer brand is excellent, my&nbsp;primary job is&nbsp;really&nbsp;checking in with people. So, I\u2019m on Zoom&nbsp;calls all day&nbsp;checking&nbsp;with different employees, \u201cHow are you doing?\u201d&nbsp;\u201cHow are your projects going?\u201d&nbsp;\u201cLet&#8217;s help you figure out your personal&nbsp;and&nbsp;professional development plan,\u201d&nbsp;and&nbsp;\u201cLet&#8217;s make sure that we close the feedback loop on&nbsp;communication,\u201d and&nbsp;getting things done.&nbsp;&nbsp;<\/p>\n\n\n\n<p>I&#8217;m kind of the buffer between&nbsp;the&nbsp;top management and everybody else and just making sure that only the top 10,&nbsp;most difficult top 10% of the most difficult problems filter up and the rest either I take care of it or I make sure everybody who needs to be on that task force so to speak is on it,&nbsp;problems are solved, then we move on&nbsp;to something more important.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>A<\/strong><strong>lmost every organization has<\/strong><strong>&nbsp;a performance management either system or methodology in place but what do you see as the actual need of employees from a performance management process<\/strong><strong>?<\/strong><strong>&nbsp;<\/strong><strong>D<\/strong><strong>o you think organizations&nbsp;<\/strong><strong>are&nbsp;<\/strong><strong>matching those needs<\/strong><strong>,<\/strong><strong>&nbsp;g<\/strong><strong>iven<\/strong><strong>&nbsp;the current scenario<\/strong><strong>?<\/strong><strong>&nbsp;<\/strong>&nbsp;<\/p>\n\n\n\n<p>I would say&nbsp;that it&#8217;s in&nbsp;normal&nbsp;times this is not done well.&nbsp;In current times,&nbsp;companies that already had this right,&nbsp;they&#8217;re doing it very&nbsp;well. Companies that didn&#8217;t have it right to begin with are doing even worse.&nbsp;So,&nbsp;it&#8217;s&nbsp;a&nbsp;very unfortunate separation,&nbsp;where&nbsp;either&nbsp;HR had its performance&nbsp;management&nbsp;piece&nbsp;together very well&nbsp;and again, the feedback is not going to be effective&nbsp;if it&#8217;s once a year even if it&#8217;s once every six months.&nbsp;If you look at&nbsp;<strong>what millennials want&nbsp;<\/strong>so to speak really millennials don\u2019t want&nbsp;anything more what&nbsp;everybody else&nbsp;has wanted at the same career&nbsp;stages. It\u2019s&nbsp;just&nbsp;they\u2019re&nbsp;not afraid to ask for it. That\u2019s the real difference.&nbsp;&nbsp;<\/p>\n\n\n\n<p>So, I think&nbsp;<strong>everyone has always wanted feedback&nbsp;<\/strong>like \u201cAm I doing well?\u201d or \u201cAm I not doing well?\u201d \u201cHow are my&nbsp;presentation skills?\u201d \u201cHow are my speaking skills?\u201d \u201cWhat about my analytics?\u201d \u201cI want feedback.\u201d&nbsp;The normal person wants to know, \u201cAm I doing well?\u201d or \u201cAm I doing not so well?\u201d and in granular detail. So, again, if you have, before this COVID situation,&nbsp;a good system in place where you&#8217;re not only giving feedback&nbsp;but also, \u201cHey,&nbsp;that was a great meeting but yeah you should work on your PowerPoint so go take a&nbsp;course.\u201d&nbsp;It&#8217;s not really helpful to kind of just throw that out by the water&nbsp;cooler and not track it&nbsp;and not follow up on it.&nbsp;&nbsp;<\/p>\n\n\n\n<p>So,&nbsp;in companies that are like my typical scenario,&nbsp;need 5000 company fast growth,&nbsp;again the startup roots of a company&nbsp;are&nbsp;starting to show and not in a good way.&nbsp;They\u2019re at&nbsp;a place&nbsp;where they\u2019re too big to not have stable processes,&nbsp;regular communication,&nbsp;performance management and yet to complete engagement&nbsp;surveys.&nbsp;So,&nbsp;that situation,&nbsp;the infrastructure&nbsp;is&nbsp;not great&nbsp;&#8220;Oh! Your review!&nbsp;We are&nbsp;too busy now.&nbsp;Let&#8217;s postpone that to&nbsp;February,\u201d&nbsp;and then you postpone it again&nbsp;and&nbsp;again.&nbsp;Again,&nbsp;<strong>people leave<\/strong><strong>,<\/strong><strong>&nbsp;<\/strong><strong>\u201c<\/strong><strong>I<\/strong><strong>&#8216;m not getting much<\/strong><strong>&nbsp;out of this<\/strong><strong>.\u201d<\/strong><strong>&nbsp;<\/strong>&nbsp;<\/p>\n\n\n\n<p>In the current situation, the simplest thing you can do is&nbsp;<strong>systems are important but you have to have&nbsp;<\/strong><strong>technology<\/strong>, you have to have a system that can track all of that feedback and close that loop. So, you don\u2019t have to throw something out as a manager and it\u2019s not tracked, it\u2019s not followed up and it is not actually improved.&nbsp;It is not even tested again. So, you need to&nbsp;close that&nbsp;loop, and technology can be very useful.&nbsp;&nbsp;<\/p>\n\n\n\n<p>There are all sorts of different platforms like the one that you guys have, which does great work&nbsp;on this&nbsp;subject&nbsp;but&nbsp;the key piece&nbsp;is you cannot leave it up to the managers to remember and to hope that their calendar has all these check-ins because it is not going to work. You know too many things going on, you need nudges. So,&nbsp;<strong>a&nbsp;<\/strong><strong>good system for performance management n<\/strong><strong>udges&nbsp;<\/strong><strong>managers<\/strong>, \u201cHey, It is time for your one-on-one meeting this week with your reports,\u201d and it really should happen every week and that&nbsp;feedback what happens in that one-on-one meeting, part of it you want to spend minimal time doing updates but you want to say, \u201cHey, you know what, if you want to fulfill your&nbsp;goals for your six months, then you need&nbsp;&nbsp;to be taking this course on this platform, do LinkedIn learning and here are a couple other courses&nbsp;I suggest.\u201d&nbsp;And track that in the system to see how they\u2019re doing.&nbsp;&nbsp;<\/p>\n\n\n\n<p>The system should nudge you and say \u201cHey, check in with this person.\u201d Have that conversation, track it&nbsp;and then by the time you have that yearly performance review or quarterly&nbsp;or&nbsp;every six months,&nbsp;you have a&nbsp;<strong>track conversation<\/strong>.&nbsp;You see&nbsp;how this person has improved. Have they done what you&nbsp;suggested? Have they moved up? Are they ready for promotion in six months? So, it is not rocket science, it just needs to be&nbsp;tracked&nbsp;and you have to&nbsp;make&nbsp;sure that the system nudges&nbsp;you ideally in at least a couple of ways.&nbsp;<\/p>\n\n\n\n<p><strong>So, not just the notifications and reminders but also some kind of suggestive actions from the manager, which the employee can follow so that they seem to feel that their management is equally invested in their growth<\/strong><strong>?<\/strong>&nbsp;<\/p>\n\n\n\n<p>Someone has to care and you have to do it in a human way. You have to acknowledge that all of us really are in the same boat regardless of where we are in the totem pole&nbsp;and given all of that, we have to check off whatever is on the list but we want to make sure that you\u2019re doing well here, that you move forward, that you have chances for meaningful professional development and also given how tough the times are and that this is also my philosophy when&nbsp;I come in as an interim CHRO that\u2019s one of my things to make sure that their personal development is also front and center because people don\u2019t live in a&nbsp;vacuum, they have financial problems, they have career issues, they have side hustles. You can\u2019t just put blinders on and hope all of that doesn\u2019t interfere. It does.&nbsp;&nbsp;<\/p>\n\n\n\n<p>So, you have to make sure that the&nbsp;<strong>one-on-one meetings with each report reflect that&nbsp;<\/strong><strong>managers always look to help&nbsp;<\/strong>each report in a human way but yes also in a professional sense.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong>On top of what we just discussed, with respect to performance management, the greatest change has definitely been the introduction of better structured objectives and feedback for emplo<\/strong><strong>yees, how do you think setting right objectives and continuous check-ins can make an organization more agile?<\/strong>&nbsp;<\/p>\n\n\n\n<p>&nbsp;So,&nbsp;let&#8217;s&nbsp;take a step&nbsp;back and presume for a minute&nbsp;that&nbsp;we have achieved&nbsp;some kind of digital transformation that we\u2019re&nbsp;starting from a&nbsp;little bit higher level then. My boss picks up the&nbsp;phone and says,&nbsp;hey&nbsp;is this project done like that\u2019s okay, like we can\u2019t&nbsp;do that, like we can\u2019t run a proper business with that kind of mindset but some industries unfortunately are like that, something like home health, which I\u2019m very familiar with.&nbsp;&nbsp;<\/p>\n\n\n\n<p>So, presuming we\u2019re at a place, where we have Slack that connects to 10 different apps, Zoom, Loom, Calendly, G-suite,&nbsp;Synergita, and five others. So, you have one source of truth, one source of&nbsp;information for all internal communication, for project management updates and for all of that. We\u2019re in a place where we\u2019re starting to&nbsp;kind of look more to the future.&nbsp;&nbsp;<\/p>\n\n\n\n<p>&nbsp;<strong>H<\/strong><strong>ow do you make people accountable for their own performance<\/strong><strong>?<\/strong><strong>&nbsp;<\/strong><strong>E<\/strong><strong>ventually<\/strong><strong>,<\/strong><strong>&nbsp;an employee should be just<\/strong><strong>&nbsp;<\/strong><strong>a<\/strong><strong>s<\/strong><strong>&nbsp;<\/strong><strong>much<\/strong><strong>&nbsp;<\/strong><strong>or<\/strong><strong>&nbsp;<\/strong><strong>even<\/strong><strong>&nbsp;<\/strong><strong>more<\/strong><strong>&nbsp;i<\/strong><strong>nterested<\/strong><strong>&nbsp;a<\/strong><strong>nd<\/strong><strong>&nbsp;<\/strong><strong>more<\/strong><strong>&nbsp;<\/strong><strong>responsible<\/strong><strong>&nbsp;<\/strong><strong>to<\/strong><strong>&nbsp;i<\/strong><strong>mprove<\/strong><strong>&nbsp;<\/strong><strong>his<\/strong><strong>&nbsp;<\/strong><strong>or<\/strong><strong>&nbsp;<\/strong><strong>her<\/strong><strong>&nbsp;<\/strong><strong>performance&nbsp;<\/strong><strong>otherwise it&#8217;s their future that gets affected<\/strong><strong>.<\/strong><strong>&nbsp;<\/strong><strong>H<\/strong><strong>ow do you make involved&nbsp;<\/strong><strong>and<\/strong><strong>&nbsp;accountable<\/strong><strong>&nbsp;towards their own performance?<\/strong>&nbsp;&nbsp;<\/p>\n\n\n\n<p>I think the most important piece here is not the particular technology that you\u2019re using to nudge people. You can set all that up.&nbsp;There&#8217;s no shortage of all these. I think it\u2019s important to look at philosophy, right? So, as leaders, I believe this very strongly, I have been an employee in all kinds of different companies, from Fortune 500 to startups and everything in between,&nbsp;pretty much every kind of role you can imagine, project manager, product manager, finance and operations, business development, and sales, HR, special projects.&nbsp;I\u2019ve worn all those proverbial hats and a number of industries as well in my sixth career, so I should give you some sense of pretty well traveled by this point. And at a certain point, you realize that it is not so much about the right kind of talk, it is&nbsp;not&nbsp;just about smooth language and psychology, which is very important. That\u2019s my specialization&nbsp;but you have to start with the right premises.&nbsp;&nbsp;<\/p>\n\n\n\n<p>So, if you\u2019re leaders, what should you be doing. You should be&nbsp;<strong>clearing the road for your employees meaning make work as it is not goin<\/strong><strong>g to be simple necessarily but facilitate it<\/strong>. Make it as facile as possible. Get them the right coaching because you have to get people to understand you why&nbsp;are we doing this, what is this for, how does this help you and your career pathway.&nbsp;So, what\u2019s in it for you, not just what\u2019s in it for me as a leader who gets equity and something like that.&nbsp;Basically,&nbsp;as a leader, my job is to clear the road for the people I work with to make sure that they have everything they need to do their life\u2019s best work and yes that means personal alignment as well.&nbsp;&nbsp;<\/p>\n\n\n\n<p>Now when I do that,&nbsp;when I go&nbsp;and&nbsp;clear the road,&nbsp;I&#8217;m&nbsp;the&nbsp;proverbial snow shovel&nbsp;whatever.&nbsp;I go back to them and say,&nbsp;\u201cLook!&nbsp;I went out a&nbsp;little&nbsp;for you.&nbsp;I did everything I could to empower you,&nbsp;to help you move forward in your career, to&nbsp;give you feedback,&nbsp;to give&nbsp;you&nbsp;the right tools. You know what, you\u2019ve&nbsp;gotta&nbsp;produce and&nbsp;it&#8217;s that simple,&nbsp;right?&nbsp;You don&#8217;t have&nbsp;any crutches.<strong>&nbsp;You got everything you need, all the support, all the mindset work, all the tools, the planning. Now, it is your turn<\/strong>.\u201d&nbsp;I think that alone tell people, \u201cOkay, that\u2019s it.\u201d&nbsp;&nbsp;<\/p>\n\n\n\n<p>When&nbsp;<strong>they have the right mindset, they know what the path is<\/strong>,&nbsp;they know where it&#8217;s going,&nbsp;how it&#8217;s connected,&nbsp;how&nbsp;it&#8217;s&nbsp;gonna&nbsp;help them. There\u2019s really no reason why they shouldn\u2019t be owners, why they shouldn\u2019t be accountable because you kind of got rid of that sense for them that someone is to blame&nbsp;and it\u2019s again, we\u2019re not looking backwards anymore. We got our house in order and we are taking care of you. You\u2019re psychologically safe and you\u2019re clear about the bigger picture. Now, it is all about helping yourself by doing well in your work. When you kind of flip the table and show&nbsp;people that suddenly like, \u201cYeah, you\u2019re right. Actually, this is pretty awesome like I\u2019m in control of&nbsp;my fate and I\u2019m&nbsp;gonna&nbsp;do the best work because it\u2019s good for me.\u201d That\u2019s it.&nbsp;<strong>You step back and let them do their thing<\/strong>.  <\/p>\n","protected":false},"excerpt":{"rendered":"<p>Who is Our Speaker?&nbsp; Yuri&nbsp;Kruman, J.D., SHRM-SCP,&nbsp;is an Interim CHRO for fast-growth companies, CEO of HR, Talent &amp; Systems Consulting&#8230;<\/p>\n","protected":false},"author":29,"featured_media":7266,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[303],"tags":[46,22],"ppma_author":[28],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Leveraging the Power of Technology for Effective Performance Management System<\/title>\n<meta name=\"description\" content=\"Yuri Kruman, top leadership coach and author of 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