Digital and technological advancements have significantly changed the framework of business functions and processes. The dynamism in the corporate organisations has impacted manufacturing functions, information technology data, HR processes, and management information systems, among others. Another area where automation is expected to play an influential role is employee performance management. With the inception of employee interactive technologies, flexible work hours, and virtual team performance, a few changes can be expected in performance management systems. These innovations facilitate individuals in monitoring their progress and making sure they are working in alignment with set standards and norms, making them future ready.
Not doubting their impact and usefulness, it is safe to say that traditional and orthodox methods of performance management have grown to be exhaustive and time-consuming in the modern world. This conventional form of performance management was largely based around a yearly review, in which it was close to impossible to evaluate an employee’s performance over such an extensive period. Substantiating evaluations were tedious in an annual review, which left employees muddled, unclear, and in some cases demotivated. Gauging an employee’s contribution over a year in just one single sitting is bound to miss out on some key factors and instances and leaving them disinterested in proving their value and efficiency.
However, digital workplaces include new age innovations which are evolving day-by-day. Organisations are now enabling well-structured forms of employee and performance evaluation such as continuous assessment and grading on an automated platform. This process enhances accuracy and reliability while simultaneously eradicating the taxing process of manual collection. The decisive factors driving performance management in the digital workplaces are that it is interactive, target-driven, and recordable. Digital workplaces have facilitated flexible work hours and virtual working. Employee interaction and connectivity on digital platforms has brought in a host of benefits such as reduced costs, fewer sick days, and lastly, employee interaction. To summarise, below are three main domains which have been significantly propelled by the guidance of digitisation and automation.
Online and virtual messaging features allow employees to be connected on an integrated platform. Conversations and threads can be easily stored for future reference. Group tasks which require coordination and collaboration can be simplified using shared documents. The main essence of smoothening business operations is communication and coordination.
New innovative tools have allowed workers to work at their convenience and pace by connecting them on pervasive platforms. Some innovations in project management have enabled the workforce to be present on one medium, providing functions like to-do lists, message boards, file storage, and progress reporting.
Appraisal software offer concrete recording and evidence of individual employee contributions and performance. These tools allow managers to track progress and development on a real-time basis. Direct access to each employee’s work results in effective communication of objectives and goals, so that the entire workforce is on the same page.
The digital workplace elevates not only flexibility, but eases employee focus and collaborative working, as well. From engaging displays to online messaging and performance management software, the digital workplace makes jobs unique, flexible and productive. These software and technologies have effectively identified barriers and obstacles in the orthodox methods of performance management, and have subsequently offered new and unique solutions.
FAQs (Frequently Asked Questions)
What are the key elements of performance management?
A people-focused performance management model involves collaboration between leaders and people whom they lead. There are a host of factors to consider while aiming to form an effective performance management system. These include – expectation setting, monitoring, development and improvement, grading, and compensation/ rewarding. It is critical to inculcate all these elements while setting performance management techniques to ensure attracting and retaining of high-performing talent.
What are the phases of project management?
Project management is based on the ideology that a project goes through different phases, each characterised by a distinct set of activities that lead the project from its conception stage to its closure. The phases of the performance management cycle include – initiation, planning, execution, monitoring, and closure. Following these five stages can smoothen the project management process. Automation and innovation have greatly eased the formulation and tracking of these essential phases.
What are the benefits of performance appraisal?
Performance appraisals and evaluations are one of the strongest factors driving employee growth and improvement. It helps clarify an employee’s role and position in an organisation. A merit-based compensation system can be employed to accurately reward employees. Lastly, employees are provided with constructive real-time feedback.
What is 360 degree performance feedback?
Successful organisations work towards evaluating and guiding their employees for constant improvement, which requires a standard performance review system. Under the domain of performance management, there are multiple techniques and subcategories for this. One of these is the 360 degree feedback – a process through which an employee’s subordinates, colleagues, supervisors as well as self-evaluation is gathered.