Performance management is the great bugbear of most companies, large and small. In large companies, year end performance reviews seem like orchestrated dances where the players already know their parts and how the dance will end. In small companies, the performance review process is haphazard at best and nonexistent at worst.
Why should this be? Every employee wants to know how they are performing and to be suitably rewarded. There are several reasons why the review process goes awry. I’ll start with the simplest and progress from there and also explain how a human resources management system (HRMS) can help resolve these situations.
Late or Ignored Reviews
Forcing an employee to corner a superior and demand a review is demoralizing at best and humiliating at worst. Decency and professionalism requires that a company create and adhere to a set review schedule. Otherwise, complete mayhem would ensue at review time. And that never happens, right? HRMS systems solve this problem by prompting the appropriate manager whenever a review is due. There are no longer excuses for missed or late reviews.
No Tracking
The simple procedure of tracking attendance and timeliness is a task that is often overlooked in the most efficient of offices. It seems inconsequential but is a staggeringly reliable metric for employee performance. It is really quite simple. Employees who show up when they are supposed to and on time are usually the best employees. I know, you thought that performance management was rocket science. HRMS systems allow anyone with permitted access to track any and all employee performance issues.
Not Clear Expectations
As the boss, it must be comforting to know that everyone at your company shares the same focus, strategy and goals. You know that this is true because you have clearly and completely communicated this information.
Wake Up! You’re dreaming!
Unless you have formalized the goal setting procedure in a review setting, you have communicated nothing. You are human like everyone else and your moods and wants change on a daily basis. Nevertheless, your employees require consistency as to what they are supposed to achieve.
HRMS (hr payroll) systems provide the structure for this procedure. A new employee is introduced to these goals at some time early in his tenure at the company and veterans are apprised of their roles at the end of the current review. In both instances, a clearly defined purpose is established that focuses on the most important facets of the job and provides a measurable method of determining success.
Now, there is no more second guessing of management’s intentions or attempts at mind reading the wants of the boss. Everyone is on the same page. More importantly, the employees understand the expectations. Do not discount the value of this simple precept.
He Ain't Heavy, He’s My Boss
Face it. If you don’t act like the boss, you’re just a friend. A competent boss behaves like one. This fact doesn’t mean you can’t talk about the football game or commiserate over last night‘s Survivor show. It does mean that you are responsible for holding your direct reports accountable for their respective actions.
HRM Software won’t change your persona, but it will allow you to keep your expectations focused. Instead of an indirect question that yields no actionable result but makes everyone feel good, you can ask the simple but direct, “Have we reached this mile marker yet’? While you may not get the answer you want, you and the employee will know where the project stands and allow for a much more reasoned approach to solving any problems.
About the Author
Anthony Kelly is a frequent contributor to compareHRIS and PEOcompare. compareHRIS provides reviews and information on HRIS companies such as Ceridian, Ultipro, and ECI empower.