By Julia Cox on Nov 29, 2017 4:56:33 PM
Finding a performance management solution that excites employees can be a challenge. As Deloitte pointed out in their 2017 Global Human Capital Trends, the way we work has dramatically changed, and performance management is playing catch up. More companies are realizing the importance of more frequent, less lengthy feedback, with 79% of executives rating performance management change as a high priority.
One way to ensure your company transitions to the right process is to engage the people who will have to adopt the new process–your employees. Designing with an employee-centric mindset means a higher likelihood of engagement and adoption. But, how do you get to the root of what will work best?
These questions, created by Amy Dobler in her time at Jive Software, are designed to help you narrow down criteria you need from a solution based on employees’ input and feedback. They are part of a research framework that Amy and her team designed to help them rebuild Jive's performance management process to be employee-centric.
1. What’s the best performance management experience you’ve had and why?
Even if their best experience hasn’t been at your company, you’ll get a sense of what employees gravitate towards and what’s important to them.
This is key to gaining a better understanding of how your employees experience the system, and can help you identify its strengths and weaknesses.3. What is not being asked or addressed in our performance review that you wish would be included?
All systems have limitations and your employees will be the first ones to notice what those limitations are. By identifying them, you can avoid designing or purchasing a system with the same issues.
4. What tools or resources would you like to see more of to support your effective participation in the performance reviews?
Many people are not well versed on how to give feedback, and maybe lack the support they need to feel less intimidated and more prepared. This will also let you know if company-wide training is needed or if you need a system that provides employees with more guidance.
5. What do you wish I would have asked about performance reviews?
Open-ended questions like this give employees a chance to touch on additional areas that your other questions don’t cover. It allows employees to voice out-of-the-box thoughts that could identify key subjects you want to explore as you move forward in your redesign or buying process.
Giving employees a voice in the redesign instills a sense of ownership, and creates advocates for the new process when you roll it out. By providing the tools and resources they need and want, you increase the chance of a successful adoption, ultimately preventing the need for a second redesign.
To learn more about how to involve employees in your research process and effectively roll out a new solution, register for this free upcoming webinar. Amy Dobler, the former Director of People Success and HRBPs at Jive Software, explains how Jive successfully transitioned to a new employee-centric performance management solution.