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March 29, 2016

From excel sheets to detailed forms, a performance review encompasses what not. But how do you ensure that your process is meeting your business needs?

It’s about time for everyone to start filling appraisal forms. The HRs are busy preparing the plans and ensuring that the timelines are met. Amidst this hustle bustle what we miss is evaluating the appraisal process. Most businesses pick appraisal processes on basis of references, industry benchmarking, HR recommendations and more. However, how to do know whether it fits your business needs? Is it good enough to meet your employee expectations?

Here is a quick checklist to determine if your performance review process needs a makeover.

Is employee performance getting tracked fairly, across the board? Well, if you have not been invited to literal battle fields where people are armed with emotional rants and tears, you can live in peace. A good performance tracking measure is to ensure that KRAs are clearly defined and more importantly, accepted. When appraisals happen, you will hear grumpy sounds, but if the performance stats are clear and transparent, a lot of such noise can be handled with ease.

Do your employees know what they are expected to do? Setting expectations is not an easy task. For a fair handling of reviews, it is imperative that performance expectations and targets are pre planned and defined (clearly), as soon as a person comes on board. Having a clarity on what is expected from their role not only helps a person perform better, but also make it easier to track performance over days, months and years.

Is everyone following the rules? Even if all expectations and KRAs are well defined, you must ensure that everyone across the board, follows the rule. The onus of this lies on the management to a great extent. The managers need to lead by example and need to be supportive of their team to get and give the necessary details consistently. The flow of feedback needs to be comfortable and clear on both the sides.

Is the process sluggish and boring? Backed with lots of statistics and documents to fill, the review process is often perceived to be very boring. While there is always a lot of excitement and anticipation around appraisals, the process in itself can get very drudgery. You must ensure that the process is engaging enough for all the stake holders – using instant appreciation cards, online feedback mechanism or quirky dialogues, spice up the process of you feel it’s getting very boring.

Like you look at employee performance annually, make sure that you also evaluate the whole process from time to time and sure that the gaps get filled.

Are you evaluating your employees correctly?


By HR-One Team
January 5, 2016

Performance management is a very tricky space as it directly has a direct impact on an employee. At times, it becomes very challenging to set, measure and review performance in a clear, simple way.

In our year end survey, 60% of the HR managers listed Performance Management as a key challenge that they faced in 2015. While, almost a same number enlisted recruitment as a key challenge too, most agreed that Performance Management was a tough task as it had huge emotional impact on employees too.

Are you doing performance management right

Performance Management as a practice, is a complex. It has multiple connotations, too many stakeholders, and at times, in tangible KPIs. This is one area where things cannot be marked as black and white always. Here are some steps that you could consider to make this process a little less complex, a little less challenging:

    1. Automate the process: This is a big change which most organizations are adapting now. Look for a suitable human resource management system which has a robust performance management module. Go for a system that is simple to use for all employees and gives instant reports.
    1. KPIs and Goals: Set the KPIs and goals clearly. The best approach is to explain stuff and set expectations in a meeting. Once goals are defined, all KPIs should be transferred to the performance management system.
    1. Plan short term. Along with long term, year-end goals, define shorter goals for employees too. Something which they can also track month on month. Let the system generate a month end report indicating progress and lack areas.
    1. Frequent reviews: Don’t leave the reviews for the last minute. Give feedback frequently so that the employee knows what is expected from him and works accordingly. Set your performance management system in such a way that it gives auto alerts to employees when they are short or their goals or are about to achieve them.
    1. Keep them informed. Share all reports with the team members clearly. Since the data is shared through a performance management system, there is complete transparency and the employee would also know what he has missed or gained. This would help in avoiding any last minute surprises.
    1. Monitor. Monitor. Monitor. Last but not the least, stay on top of the system. Make sure that all employees, and management, follows the process and shares information through the system. This is the only way to build a transparent performance management process that doesn’t hurt!

Are you doing performance management right?


By HR-One Team