It seems like every day invites another opportunity to ask the question, “Just where are we now?” We’re all so busy with our fluctuating professional responsibilities and our resurfacing social lives that words like “vaccine” and “election” exist only in the background. They matter to us, of course, but we can’t always find the mental space to acknowledge the most recent developments pertaining to those topics. And if we’re being unsparingly honest, who has the time?
The lockdowns have had a strange effect on the world, and that’s putting it as mildly.
A Silver Lining
From a performance management standpoint, however, there’s an apparent silver lining to the mostly unfortunate lockdown effects: they can function as a stressor, a test of your employee development systems and practices.
While sharing an office space with your colleagues and team members creates a certain rapport, which can compromise objective assessments when subjective factors interfere, the present circumstances have created an opportunity for leaders like you to closely reevaluate how you’ve been measuring employee performances, what tools you have in place to do so, and what data points might be missing or untapped within your framework.
Comprehensive Performance Management
Right now, as you’re reading this blog, your employees are prioritizing their work and hoping their performances are not suffering on account of any changes to their pre-COVID productivity model. With that in mind, you should be prioritizing a comprehensive performance management system to ensure your employees know where they stand, how they’re doing overall, and where they might improve.
The moment we’re in is ideal for that purpose – it’s a moment to seek and cultivate usable perspective. It’s a moment to illuminate your company’s top-to-bottom performance health.
Consider your present HRIS network as a vault. It’s the place where relevant performance information is stored, but it’s also a place where that sort of information is lost. Too often, vital data points are being overlooked, the “dark matter” is entirely undetectable. What’s allowing that to happen is inadequate or non-existent integration between your systems.
In short, you miss performance details because you don’t always know where you should be looking. It’s not a criticism, just an observation of the widespread HRIS disconnect.
If those performance details were in your hands, you would know exactly how to factor them into your employee and team evaluations – but finding them requires that the system you’re using be assessed itself. And what better time for such an assessment? What better time to introduce a powerful light into the process?
The information is there, it’s yours to uncover. Ready for renaizant’s help?