{"id":236,"date":"2022-11-04T09:39:16","date_gmt":"2022-11-04T09:39:16","guid":{"rendered":"https:\/\/sense.hr\/blog\/?p=236"},"modified":"2023-03-24T13:14:54","modified_gmt":"2023-03-24T13:14:54","slug":"performance-management-in-a-post-pandemic-world-tech-and-best-practice","status":"publish","type":"post","link":"https:\/\/senseworkplace.com\/blog\/performance-management-in-a-post-pandemic-world-tech-and-best-practice\/","title":{"rendered":"Performance management in a post-pandemic world – tech and best practice\u00a0"},"content":{"rendered":"\n

The pandemic demanded that we transform our face-to-face teams into remote ones, immediately. This took some getting used to! Back in March 2020<\/a>, the ensuing turmoil led Facebook to cancel performance appraisals and give 45,000 workers the same \u2018exceed expectations\u2019 rating for the first two quarters. Plenty of companies adopted similar approaches, while others sought to re-engineer their face-to-face appraisal at breakneck speed.  <\/p>\n\n\n\n

This jarring move out of the office to remote teams has been a huge learning curve for organisations seeking to performance-manage remote employees. But much has been learned from this sink-or-swim scenario and is now being deployed post-pandemic.  <\/p>\n\n\n\n

Below are some of the HR best practices and tech that are now driving effective performance management in the typical post-pandemic remote team. <\/p>\n\n\n\n

A supportive culture around flexible working<\/em><\/strong> <\/h2>\n\n\n\n

During the pandemic Gallup<\/a> polled 1200 supervisors and managers in 24 countries and found that 40% of them were not at all confident in their ability to manage workers remotely.  The managers all felt they had a lack of organisational support around flexible working.  <\/p>\n\n\n\n

The confident remote team managers who self-reported greater efficacy around performance management enjoyed an environment committed to flexibility, in which they received practical support and training around remote working and a supportive culture that included positive messaging and openness about remote working. QED, a supportive culture around flexible working is crucial for effective remote team performance management. <\/p>\n\n\n\n

More frequent appraisals tailored to your organisation<\/em><\/strong> <\/h2>\n\n\n\n

The move to hybrid working has rendered the annual appraisal obsolete as it leaves remote managers woefully out of touch with their teams. In fact, hybrid workers who receive performance feedback once a year or less are about 15% engaged compared to those receiving it a few times a month (47% engaged) and a few times a week, (57% engaged).  Increased appraisal frequency boosts engagement. <\/p>\n\n\n\n

These days half of companies now conduct 3<\/a> or more appraisal meetings with employees a year and as a result \u2018employees now feel more coached and valued\u2019, according to this article on People Management. One size does not fit all of course as Belgium\u2019s Eurofins, for example, moved to weekly pulses or check-ins to maintain employee support and inspiration, according to that same article.  <\/p>\n\n\n\n

Pre-pandemic, Adobe led the way in modernizing performance appraisals, being one of the pioneers of the move away from annual paper-based appraisals to a more frequent appraisal style. They developed an HR tool kit for their doing Check-ins as they called them, which you can find here.<\/a> <\/p>\n\n\n\n

Trust is needed for remote worker engagement <\/strong> <\/h2>\n\n\n\n

The NHS conducted a homeworking study during the pandemic and discovered that 52% of staff reported that, \u2018feeling trusted to complete their work at home was one of the most positive benefits of working from home. Through its \u2018Managing Homeworkers Policy\u2019<\/a> the NHS HR team encourages its staff to engender a culture of trust around homeworking in several ways: <\/p>\n\n\n\n