We recently came across a very insightful article by Forbes on LinkedIn titled, ‘Stop Tracking Employees And Start Inspiring Them’. Interesting? This had us thinking – how are African companies handling performance management?
Organizational culture is an important component of a workplace and is directly linked to factors such as performance management which it can greatly influence, both negatively or positively; hence how organizations conduct performance management matters because it impacts employee engagement, retention, productivity, and the company’s brand reputation as a whole. This is why traditional systems need to be revised and replaced with new customized methods that ensure performance evaluation is conducted in an efficient and effective way.
Traditional Appraisal Systems vs Effective Evaluation Systems
Traditional appraisal systems are rigid and tend to focus on ratings and shortcomings without providing necessary resources for improvement thus undermining personal growth. Yet, effective evaluation systems are learning-oriented, they delve into how to give and receive feedback through mediums such as coaching and mentorship. In turn, these elements create a conducive environment that allows employees to learn and flourish. Even in the current digital age where technology is revolutionising the workplace; the human resource still remains fundamental in achieving organizational success, therefore, effective performance evaluation systems ought to combine employees’ personal growth and organizational mission – because when executed rigorously, both employees and the organizations benefit significantly.
Healthy Regular Feedback Systems
Performance evaluation should be done comprehensively through healthy feedback systems that empower, inspire, lead and motivate staff as opposed to using holistic traditional methods. Inspired staff are more likely to be engaged and productive so how performance evaluation is conducted is pivotal. Secondly, it is important for feedback to be done regularly unlike once or twice a year because having such regular reviews is more effective and engaging. According to Forbes, “An overwhelming number of companies review their people infrequently, usually on an annual basis, and in a way that is not engaging or effective. Yet, engaging employees is crucial, especially with today’s multi-generational, technology driven and app savvy workforce.” Further to this, a study by ROAM Jobs, which comprises of BrighterMonday (East Africa) and Jobberman (West Africa) portals, found that millennials prefer regular frequent feedback as a way to keep them productive.
Final Thoughts on Performance Management
In conclusion, performance management should always be connected to the company’s strategy and treated as an on-going learning opportunity that encompasses a tailor-made approach as opposed to a one shoe size fits all controlled by traditional performance evaluation methods. It is not just about filling blank spaces on an appraisal form and ratings; but more about how evaluation is done; how feedback is conveyed and received, and how knowledge is shared. A more regular and frequent feedback approach is advisable alongside leveraging the technology revolution for effective and constructive performance management.