With major disruptions to the working world caused by the pandemic, many companies are moving to informal, virtual performance reviews. Here are 3 best practices to effectively communicating your changed performance management processes:
1. Share redefined goals and objectives.
54% of companies are revising performance metircs, while 31% of companies are reducing thresholds and adjusting incentive target opportunities [in 2020]. -MERCER
Many companies are adjusting their goal-setting, rating, and reward systems this year. Be transparent about redefined goals and objectives with your workforce, so they feel prepare for their changed performance review.
2. Communicate More Frequently
52% of employees say check-ins are not scheduled frequently enough.
48% say they’re not getting enough feedback. -IDG
Educate managers to proactively engage employees on goals, set up agile meetings throughout the week, and provide continuous feedback.
3. Explain the new performance review process
Managers and employees need different messaging. Communicate your changed performance management review process by targeting different employee audiences and sharing how employees will be evaluated in a remote work setting.
Are your employees on board with your performance management changes? Use GuideSpark’s proven communication solutions to increase employee engagement in your performance management program with consumer-like content experience. To learn how you can successfully communicate Performance Management changes, email firstname.lastname@example.org .