Stage 2: Increase adoption and data gathering
At stage 2, teams are often small but resourceful. There’s typically an HR director, HR Manager or HR admin, and perhaps a recruiter depending on company growth.
This team has worked tirelessly to get a trusted reviews process in place and is looking to build on this foundation by delivering clear developmental value for participants and improving alignment across the organization.
You’ve already implemented a performance review process and it’s far less manual and people are starting to get value out of it. But engagement comes from also supporting the development of people. While supporting performance is important for people’s role, supporting their development is critical for their career. When 70% of learning happens on the job what can you do to make it easier and make it happen?
With good managers in place, things like goal setting and regular coaching and development conversations might be happening, but in reality managers are busy and they need the right skills and tools to support them. You are looking to create clear goal setting processes and feedback opportunities for both managers and direct reports that are easy enough to complete despite busy work schedules. Throw new managers into the mix, and you’re in for an interesting ride!
- Increase the value of performance feedback by extending the process into the rest of the year
- Keep everyone on the same page as you grow rapidly by communicating company direction and goals
- Help people understand how their work contributes to company and team goals
- Gather data needed to track improvements over time
- Give individuals clarity on what skills and competencies they need to grow
- Increase the amount of feedback exchanged company-wide
Here’s a brief outline of the areas available for you to focus on to tackle the challenges listed above.
Goals: Business and Professional Development
Companies, teams, and individuals need goals to measure how they’re performing against their objectives. Your role is to help ensure visibility and alignment of these goals across the entire company. Most organizations, aim to set goals at least twice a year at this stage. Keeping in mind that by providing a clear link between company objectives, team objectives and personal goals people can better see the impact of their efforts. The leading performance management tools have built goal setting into their platform, so you can support goal management alongside reviews and facilitating feedback.
Reviews: 360 and Leadership Reviews
Reviews are an immensely valuable developmental tool. By pairing a self-assessment with feedback from peers and managers you can give an individual a holistic view of their strengths and development areas. Most review platforms allow team members to self select those they work with, which can be approved by their manager before the review begins.
Often with fast growing companies there are quite a few first time managers in the mix, so leadership reviews are an easy way to ensure that they get enough upward feedback.
One of the best ways to ensure your performance and development processes becomes a reality, is through regular 1-on-1s between managers and their direct reports. Supporting regular moments to catch up on progress offers more frequent coaching opportunities and of course, alignment. You can also support effective 1-on-1s between coaches, mentors, or peers by providing a dedicated shared space for people to collaborate on agendas, offer topics for discussion, and track follow-up conversations.
Offering the ability for people to exchange real-time feedback anytime can help create learning opportunities between structured reviews. Allowing people to easily send a praise or a constructive tip can reinforce good behavior or drive change, which can go a long way over time. In select platforms, like Impraise, individuals can also proactively ask for feedback after a project, sprints, presentations, etc. If people are already comfortable with feedback, you can customize a collection of skills and competencies by role so that individuals know what areas they need to develop in and can proactively start collecting feedback. These can be customized based on desired skills, behaviors or even company values you would like to encourage more.
Putting it into action
If this seems familiar, and you want to learn how Impraise could help support your current performance management cycle while also supporting your future growth, check out Stage 2: Increase adoption and data gathering.