Performance management lessons earned since the pandemic
Photo by Foto Sushi on Unsplash
The pandemic changed everything. It changed the way we shop, the way we travel, and of course, the way we work. The long commutes to the office are a thing of the past, as are the dreads annual performance reviews. Instead, remote work and regular interactions with management have become the norm. It’s clear that the companies who were quickest are leading the way to the future. Innovation in the office is the buzz-phrase of our times.
Performance reviews have shifted
Before the pandemic, the norm was to provide employees with a performance review at the end of the year. This annual review was a compilation of positive and negative traits based on project performance. Although it was sometimes specific, the tendency was to over-generalize.
Then the pandemic struck, and things changed. Businesses had to quickly adapt to new working strategies that included more regular online face time. This naturally led to more regular performance reviews and new performance management strategies. It’s expected to continue.
Performance management improves engagement
Pre-pandemic, the attitude towards Performance management was that was a useful strategy but not integral to the business. Instead, companies had other ways to engage and motivate employees for their commercial roles. As a result, performance reviews have more potential.
These days, performance reviews are seen as a way to enhance the productivity of individuals and the business; furthermore, the performance review is a chance for managers to interact with employees regularly and engage with them personally, creating rapport and motivation.
Digital tools are mandatory
There was once a chasm between remote workers and those operating on-site. Since on-site workers were present, they were given more attention and feedback than their digital counterparts. So naturally, the pandemic made all workers digital and leveled the playing field.
Nowadays, it’s hard to imagine a working environment that isn’t fully integrated with digital tools. Digital workstations and cloud-based software solutions are the norms; it also means that employees can receive the same performance management feedback wherever they work.
Performance expectations are higher
Performance expectations have risen for most companies since the high point of the pandemic. However, during the pandemic, expectations took a nosedive as most businesses recognized the difficulties employees faced, working in unreasonable conditions, that has now changed.
Now, employees have settled into a routine of remote working, and the situation has stabilized. With that, there are rising expectations that include regular face-time with managers and more frequent performance reviews. If anything, the commercial world has leveled up since Covid-19.
Employee motivations are changing
Employee motivation is central to performance management strategy. This has been the case for decades. In the past, businesses employed strategies that created better team cohesion and stronger association with the brand; nowadays, it’s all about meeting employee expectations.
Before the pandemic, it was normal to spend a couple of hours on a commute to work, but since home working became widespread, this standard is no longer appealing or acceptable. The good news is, companies can benefit from better performances by offering greater flexibility.