There’s no shortage of data that shows why traditional performance reviews are so unsatisfactory. In fact, not long ago on this very blog Zugata CEO SK drew upon the research and shared his thoughts on the shortcomings of many of the existing performance management systems.
But how do you go from dissatisfaction with your existing system to creating a high-performance culture at your organization? We realize it may be difficult to answer that question, so we’d like to provide you with a framework to show you how different best practices can be implemented in your organization.
First off, we recommend thinking about measurement and development in four main categories: evaluations, goals, check-ins, and development.
Evaluations measure individual employee performance overall, and we recommend conducting these on a semi-annual basis.
Goals help employees focus on a few activities that will have ongoing impact. We recommend setting these on a quarterly basis at the beginning of each quarter.
Check-ins promote dialogue around an employee’s progress on their goals, and we recommend holding these on a quarterly basis at the end of each quarter.
Development is supported by feedback from the coworkers an employee works with most closely, and we recommend collecting and sharing this feedback on an ongoing basis.
These suggestions are merely that—feel free to adjust the cadence and activities to whatever makes the most sense for your company. But now you have a framework to work off of!
As part of your quest for creating a high-performance culture, are you shopping for a new performance management solution? Be sure to check out “A Buyer’s Guide to Performance Management Solutions” to help guide you through the process.