Gone are the days of the annual review that gets filed away with no value other than a perfunctory task managers are required to complete. Today, reviews should be done frequently throughout the year and be used to inform goal development based on the employee’s performance.
When done well, both managers and employees realize the benefits of collaboration in developing work plans and goals that help employees remain focused and motivated, and help managers increase retention.
The Truvelop app was designed for two-way conversation between the manager and the employee, fostering ownership and agency for employees in their personal growth and development. Both the employee and the manager can view the dashboard, previous evaluations, and a history of conversations.
While communication is important, goal setting is critical to ensuring employees have a pathway for success which drives motivation and reduces turnover. Goals encourage career advancement opportunities which are critical to building an internal talent pool.
Managers can no longer set and forget goals – they must proactively schedule check points and adjust each employee’s development plan as needed.
A common phrase in performance management is SMART goals, but we like SMARTER goals:
We live in an agile world so we need agile goal setting. Evaluating progress and making adjustments even if it means taking a detour or a pause, will help employees feel confident in their development. And for those working on the front line, ongoing engagement with managers help employees feel valued and recognized.
For those who perform consistently and at a high level, stretch or breakthrough goals might be necessary. These goals can define an outcome that would take an employee to the next level, but may be a challenge that could take time to achieve. But in the process of working towards these goals, employees can feel a boost in confidence as they push themselves further than they thought possible.
The OKR framework is a great way to develop and track goals:
- Objectives– goals that inspire and set direction – where do you need to go?
- Key Results– steps that measure progress towards an objective – how do we know we are getting there?
- Initiatives– tasks required to drive progress of key results – what will you do to get there?
This is a great way for managers to host a two-way conversation about an employee’s experience and to memorialize any feedback shared for future reference.
Contact us today to learn more about our modern approach to performance management and development that actually improves the manager and employee relationship by taking your managers to the next level. Don’t just take our word for it, see what our Customers have to say.