Organizations are adapting their performance management programs and processes to support remote workers, among other business changes due to COVID-19. How are you communicating these critical changes about your employee review process to your distributed workforce? Here are 5 steps to delivering a successful performance review experience this year.
Communicating a Successful Performance Review Experience
1. Get Buy-In
Change like this needs to come top-down and from the ground up. Communicate your new virtual performance review process to your employees, so they understand how they will be evaluated moving forward.
“Communicating the business priorities and setting (resetting) individual goals has never been more critical…” – MERCER
2. Communicate Why
In HR, we often jump into the details without painting our employees the broader picture, or tying our initiatives to them as individuals. Stat with the “why” and communicate in create ways.
…it is [important] during this time to maintain regular contact with your employees to share shfiting business priuorities and answer questions…” -MERCER
3. Inform Managers of New Evaluation Processes
Educate your managers on how to complete virtual performance evaluations. Wth changes to goals and other mertics due to the pandemic, clearly define the evaluation criteria that will be used.
4. Focus on Proactive communications
Proactively reach out to employees to revisit goals and provide continuous feedback, as informal contact in the office is no longer possible with remote work.
“Employees need candid and clear feedback on what’s expected of them in this new environment, and team leaders to constantly reinforce priorities.” -GALLUP
5. Measure and Iterate
Every organization needs to define and implement a strategy that works for them. Iterate and evolve with data as you go.
…leaders need to think about their communication frequency and ton, accounting for engagement, and ensuring they’re actively listening and receving timely feedback.” -GALLUP