Since Covid-19 hit the world, remote work became a business necessity. Now, the inconsistency of measuring performance has increased more than ever.
Since 44% of U.S. employees prefer to work from home, H.R. leaders and executives are creating new policies to support a work environment that combines physical and virtual work experiences. Therefore, employees need to readjust to the latest models of measuring performance – learning how to define the problem statements, align with the process-flows, deal with the challenges, and map out the results in a way that any examiner would understand.
1. Setting achievable goals and meeting them
Unlike traditional performance management systems, a practical approach to goal-setting means transparent, agile, and team-oriented goals that drive actions.
The most effective goals reflect the work that needs to be done, align teams around that work, and create transparency. The OKR or objectives and key results framework is a highly effective goal-setting method that works for companies of all sizes. In this framework, goals empower individuals to perform and are set based on common factors.
2. Creating a shared mission and purpose
Sharing a mission and purpose leads to people and business outcomes. Employees need to know how and why their work matters.
Similarly, connecting individuals and teams to a mission means alignment and cohesion, regardless of physical location. It’s the leader’s role to regularly communicate the significance of the purpose and mission and make it easy for everyone to understand.
3. Leading by example
Companies must have experienced culture advocates who will lead by example and revisit performance management from time to time. Companies should choose these people wisely to avoid falling back of the organization and redefine new guidelines.
4. Transparent goals
Expectations should be clear, collaborative, and aligned. Why? Because the fact is, only six in 10 U.S. employees strongly agree that they know what is expected of them at work. Meaning almost half of U.S. employees start their day with an unclear definition of what they’re expected to achieve. To avoid this problem, managers should prioritize ongoing performance conversations.
The success of a hybrid work environment depends on transparency and communication. Having clarity on what every person and the team is working on promotes alignment, teamwork, and understanding, ultimately creating trust.
5. Tools and Technology
Performance management tools that accurately measure performance with equity and fairness can significantly help improve the performance management system in your organization. Most of the time, they are integrated with the everyday tools employees use and can save a lot of time for team leaders and managers to keep track of each employee’s performance.
Utilizing technology is the only way to be truly transparent with goal-setting in a remote or hybrid workplace. Through technology, transparency is used to support collaboration among groups or teams, allowing for shared knowledge and understanding of how to support each other better.
Final Thoughts
Measuring performance post-COVID in a hybrid work environment is undergoing an evolutionary journey, passing through trial and error until organizations arrive at an effective measurement program. It can get tricky at times.
But at all times, the performance assessment process has to be a healthy partnership between employees and employers. Technology that makes work easier and supports clarity, alignment, as well as collaboration is the key.
