So, how are you managing your employees, and how satisfied are they working for you? Job satisfaction is the most crucial aspect for any employee, and an organization looks for a contented employee. Managing employees and their performance should always be on the priority list for any company, no matter whether you are big or small. Employees come first. If they are happy, they work happily for you and deliver the best at the workplace.
In the current environment where companies are trying to adopt a focused approach to organization, managing employee performance is one of the key factors for organizational success.
We have seen integrating HR practices into organizational goals and strategy enhances the firm’s competitive advantage.
Similarly, Employee Performance Management within the context of the larger organizational value chain is important for organizations that value people as their primary asset.
As mentioned throughout, companies in the service sector with a strong emphasis on people need to ensure that employee performance is managed comprehensively.
As reported in the Gallup annual State of the Global Workplace Report in 2023, 23% of respondents said their workplace engaged them. Before applying for a job, 3 out of 4 aspirants look for a company review for their culture.
Gallup
This makes providing a healthy work environment with regular feedback sharing an important phenomenon.
A Back-and-Forth Relationship
When we discuss how an employee’s performance is evaluated, it’s crucial to understand that it’s a reciprocal process involving both the manager and the employee, with the HR manager serving as a neutral third party.
For example, any conversation regarding an employee’s performance must involve both the manager and the employee or the manager and the employee being managed. In another study by Gallup, 10% of employees said their managers rarely or never provide actionable feedback. This issue needs to be addressed.
This makes feedback sharing to enhance employees’ performance a mandate. Actually, both sides of this interaction need to acknowledge their duties and collaborate to make the process more efficient.
The Manager’s Responsibility
Gallup study finds that 2.95 percent of managers are dissatisfied with their company’s performance appraisal system and only 47% of employees receive feedback more than once per year.
Gallup Study
The manager must make sure their handling of staff is free from any unfair biases or prejudices.
This issue has been prevalent across various sectors and levels, leading to situations where employees feel targeted, resulting in higher turnover, diminished team spirit, and, in severe cases, legal action against the organization.
Therefore, the manager must lead by example and not just offer empty promises about the company’s policies on staff performance.
The Employee’s Responsibility
Managerial responsibilities were discussed in the preceding segment. Similarly, employees carry out their own set of duties. Employees need to avoid behaviors such as absenteeism, neglecting work, adopting a negative attitude, and showing a lackadaisical approach toward their tasks.
It’s beneficial for employees to understand that if they are perceived as having a negative attitude, it may be challenging for them to change this perception and perform well. However, this doesn’t imply that employees should accept any situation they are faced with.
The key message is that employees should utilize the available avenues for addressing their concerns rather than complaint at work if they have issues with their manager. This can be taken forward by Performance Management in HRM, wherein feedback, suggestions, and grievances can be shared easily.
The Importance of Organizational Focus
Although the position of the HR manager within an organization may seem minor, it’s undeniable that the goals and culture of the organization are crucial in managing employee performance for the organization’s benefit.
It is common knowledge that working for multinational corporations in India is highly regarded. This is largely due to the belief among job seekers and employees that these companies value their employees.
While this isn’t meant to diminish the contributions of Indian companies, this section aims to shed light on how organizations can both theoretically and practically improve the treatment of their employees. To say this, a common thinking among the aspirants is that MNCs are better at treating their employees than Indian companies. This can be catered to and improved using better Employee Performance Management software for an automated and hassle-free system where employees can say their heart out without the popping eyes of their managers.
How you can manage your employee’s performance using HR Software
Employee Performance Management is a process where goals need to be set, feedback needs to be provided, employees’ reviews are shared, and organizational values and visions are aligned; if any skill gap is there, it can be taken care of with the training program and more. And, for all these processes Performance management Software can be of great help by updating and creating performance appraisals and plans.
The HR Software can be used for collecting feedback from employees, managers, and peers. The performance management software can be used to create reward programs and create recognition to celebrate staff successes.
But what advantages can it bring to the table?
Actually, it can bring a lot many advantages, from improving communication to collaboration, as it makes sharing feedback, expectations, and information easy and effective.
Nevertheless, what is the best option out of the available choices?
It totally depends on your organizational needs and requirements. Depending upon what goals you have set and want to achieve as an organization. To be frank, the market is flooded with HR Software that provides performance management, but the one that fulfills the needs of your desired features should be given weightage.
Furthermore, you should always consider how well the solution gets integrated with your present system and processes that gel well with your changing needs and growth parameters. Another important factor is considering the budget and software review. Choose the solution that fits your requirements as per your budget and has a good review in the market.
Upon implementing your preferred choice, it doesn’t mean your work is done. You need to plan training programs for your employees so that they can take the best advantage of it. Additionally, ask them to share their feedback and suggestions using the software for better understanding and smooth working.
HR Software like Unistal HRM Mitra can be the best consideration in this respect. It is a SaaS-based HRM Solution that provides a user-friendly interface that employees can use with ease. Because of its automated process, everything gets integrated well, and reviewing, generating, and sharing information feedback becomes smooth without the hassle.
Summary
Only a small percentage of employees, 47%, receive feedback more than once annually. This percentage needs improvement, as feedback is the best way to make things work better.
With this, I guess it’s clear that the employee performance management solution is crucial for any organization. To reduce turnover and improve the morale of employees, the initial step organizations should take is to refine their employee performance management systems.
By adopting a concentrated strategy towards this essential factor of organizational efficiency, companies can prevent losing the battle for skilled talent and the retention of high-performing employees.
Adopt a management system that works well with your organizational setup and see how it will skyrocket your business growth with well-satisfied and happy employee management.
