“In business, the idea of measuring what you are doing, picking the measurements that count like customer satisfaction and performance… you thrive on that.” – Bill Gates
Performance Evaluation is a critical activity that provides a great opportunity to the manager and the employee to reflect on the achievements and learning. In a pandemic situation like COVID 19, it’s a daunting task to conduct a fair and free performance evaluation without leaving room for any kinds of bias.
Managers need to put on their thinking hats and needless to say have an open conversation with the employees for an effective performance evaluation especially during this pandemic situation. Here are some of the ways by which this can be achieved, for a mutually rewarding experience.
Laying out a well defined performance evaluation criteria along with a clear direction on role clarity would help employees deliver their performance goals resulting in enhanced productivity. Performance metrics can be used to measure these criteria that would add a lot of value towards maximising employee contribution and enhanced business outcomes.
The think tank needs to have common viewpoints on the skills set that would be required to achieve the business goals in a crisis situation. Employee performance needs to reviewed in conjunction with the competencies that would be required to deliver the desired results. Managers need to align their evaluation criteria to have a standard approach towards a performance review and assessment.
Having regular appraisal discussions with employees would go a long way in maintaining the emotional connect with the people that would allay the cobwebs of fear and anxiety lurking in the minds of the employees during pandemic situations. The evaluation criteria needs to be monitored consistently against the performance goals and managers need to be empowered for decision making based on the framework of performance evaluation. This would also help in keeping the staff morale high through open and transparent communication and would help keep any unconscious bias under check.
Reviewing the existing roles and redefining the role requirements would go a long way in tiding over crisis situations. Identifying high performers and loading balancing across the different business functions based on the strategic intent would result in talent churn by unlocking hidden potential.This can be a critical tool for providing opportunities for employees to build on skill sets for vertical and horizontal growth and creating mobility within the organisation.
We at Newlineinfo Corp strive consistently towards achieving business excellence by working shoulder to shoulder with our highly engaged employees. We value our people and look for opportunities to build superior capability and talent through new ways of working and methodologies.