Continuous performance management is the process of evaluating employee performance on a continuous basis, rather than at the end of each year. Instead of sporadic performance reviews that give employees feedback, you can constantly check in with them and provide valuable feedback about their strengths and weaknesses in real-time.
There are plenty of ways to use technology and other methods to create an environment of continuous performance management. Whether it’s through in-person meetings, phone calls, surveys, emails or other communications channels, it can be useful for everyone at the company. In this article, we’ll tell you what you need to know about performance management and how to make it work for you.
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Using proper planning procedures, you can identify opportunities for growth amongst its workforce more quickly than they would if evaluations are only being performed once per year. Planning is pretty important to any successful organization, so it makes sense to spend some time working toward planning when handling CPM at your company.
It’s best to start by establishing expectations, being transparent, and developing a robust plan for employees. This is a good time to set specific, measurable, and attainable goals for your team. You’ll need to make it entirely clear as to how they’re going to measure those goals and what vectors are going to be used to determine if it’s successful. By creating a plan for employees, you can help improve productivity, make customers happy, and let everyone know what’s expected of them in real-time.
Another key aspect of performance management is regular monitoring. Monitoring is pretty crucial to achieving goals for anybody, especially your staff, while simultaneously helping you build up better relationships with them. You have to check in with them regularly in order to be effective. Managers need to be available to check in with employees, have conversations about goals, discuss their path for the company, and help them figure out how to be more productive at the company.
Everyone should be on the same page. A regular monitoring routine, you can help provide consistent feedback and keep employees motivated/focused on their goals. This will ultimately lead to better results for the company across the board and make for a more positive working environment.
Reviewing is another important part of performance management. Why? Because employees need to understand how well they’re doing, how consistently they’re beating their goals, and whether or not they’re providing value to the company.
It’s also viable for the organization to understand how well the employee is contributing so they can determine if coaching or corrective action might be needed. Performance reviews can help deliver actionable insight to employees and help managers motivate/develop them better. Essentially, this is a path toward better employee engagement simply because it makes the employee more likely to love their work and feel valued at the organization.
By leveraging reviews according to a 360-degree feedback style, fair assessment, and constant performance management, it’s easier to create happier employees (and cultivate a culture of belonging) across the company.
Employee engagement is a pretty big deal for any company. Disengaged employees are more likely to leave a job and not look back. That’s why rewards are so important. Rewards can be handed out as part of an employee recognition program, as recognition for anniversaries, or for consistently high-quality performance.
Rewards can be in the form of monetary or non-monetary rewards, or something as simple as a personalized thanks you. Of course, employees would probably prefer something that is actually tangible that they can use.
This could be in the form of paid time off, offering remote work days, giving them a parking spot for a week, taking them to lunch, providing them with personalized company swag, providing gift cards as rewards, giving them a bonus, or just about anything else you can think of to show them your gratitude. By consistently rewarding your employees with meaningful gifts, you can help them perform at higher levels and engage better with the company and its clients.
Part of any continuous performance management process involves coaching employees. Coaching is useful because it helps identify the growth and achievements employees have attained throughout their time with the company. It can also inform their future with the company and address any potential issues that might occur during their time there.
If they do something wrong or there’s a better way to accomplish a google, managers can take corrective action to ensure they are performing consistently well. Coaching is one of the best ways to engage and continuous performance management and serves only to help employees perform better while making the team run more smoothly, have a more positive office culture, and ultimately lead to better opportunities throughout their career at the company.