Continuous Performance Management is Disrupting HR

  • Share:
performance

q22018performanceblog2

Continuous performance management remains a top disruptive trend in HR, although organizations are now moving past considering the concept to actual implementation.

According to the professional service network Deloitte, 79 percent of executives rate the redesign of performance management as a high priority and 90 percent of companies that have undergone redesigns see direct improvements in engagement.

Here are some of the benefits continuous performance management has to offer:

Enhanced communication

Moving performance management from the traditional system of annual reviews to more consistent feedback and goal setting can improve collaboration and communication between managers and their direct reports. Issues or concerns that pop up throughout the year are addressed in the moment, rather than waiting for the next evaluation. Continuous feedback also allows employers to more effectively identify and fill skill gaps, even as employees are gaining new skills.

Engaged employees

Surveys found that employees want to feel like they are progressing in their career, regardless of titles or responsibilities. This is especially true of millennials, who crave development and confirmation they are at least on the right track. The old model of static interaction is not going to cut it with the new generation of workers.

Things to implement:

Hold stakeholder discussions

One of HR’s first steps when considering a move to continuous performance management is to identify and discuss the move with key stakeholders. Before making any process changes, companies must have stakeholder discussions — at all levels of the organization — to determine whether their culture and infrastructure are ready to support any large overhauls.

q22018performanceblog2

This vetting includes gauging the extent to which changes can be made. When ripeness for these positive changes is identified, the organization should collaborate with existing software partners to determine the most efficient strategy for re-configuring the program application and onboarding additional features.

Ensure access to the right tools

Having incompatible or non-intuitive software will hamper the transition to continuous performance management.

What HR needs:

Changing how performance management works can be a project of titanic proportions. HR needs a system that allows for easy progress tracking, provides continuous feedback and also integrates analytics. It’s a system that works together or not at all. This shouldn’t dissuade HR teams from pursuing it, instead it should motivate them to pursue 100% buy-in from all levels of management and stakeholders.

  • Share:


« Return to "Trends"
TrendScan logo
<< Back to Articles

Latest Trends

  1. Opportunities and Risks of Banking for Marijuana-Related Businesses
  2. Experience Company Growth and Discovery with Employee-Driven Communication
  3. Should You Still Be Concerned about ADA Website Compliance?
  4. The Member Service Experience
  5. Become a Tax Resource for Members
  6. Don't Get Snagged on ADA Compliance Requirements
  7. Are You Ready to Adopt a Continuous Performance Management System?
  8. Anticipating Change with a Succession Plan
  9. The Role of HR and Hiring Managers in the Candidate Experience
  10. What Is a DDoS Attack and Why Should Credit Unions Be Concerned?
  11. The Planning Process - Improved
  12. The Performance Management Conundrum: Structure vs. Creativity
  13. Consumer Attitudes Toward Digital Advertising
  14. Building a Website with the User in Mind
  15. Is Your Executive Compensation Still Appealing?
  16. Are You Properly Rewarding Your CEO?
  17. What Credit Unions Should Do with Ambiguous ADA Standards
  18. Content Marketing: Well Worth the Effort
  19. 5 Things Credit Unions Can Learn from Cyber Attacks
  20. Your Social Media Accounts Deserve Quality Content
  21. Credit Unions Could Replace Predatory Lenders
  22. The Quest for a One-Stop Shop Financial App
  23. 7 Tax Changes Your Members Need to Know About
  24. Learning Management Systems: What Credit Unions Should Consider
  25. Volunteer and Young Board Members Need Development
  26. Continuous Performance Management is Disrupting HR
  27. Americans’ Lack of Financial Literacy Is an Opportunity for Credit Unions
  28. What’s Hot in Performance Management Technology
  29. Credit Union Compensation: Philosophy or Strategy?
  30. 3 Succession Plans Your Credit Union Needs
  31. The Website Audit Your Credit Union Needs
  32. Cut Through the Noise and Deliver Value Members Want
  33. The Importance of Creating Quality Content
  34. How Useful Are Member Personas for Credit Union Marketing Teams?
  35. Why You Should Invest in an Applicant Tracking System
  36. Optimizing Websites for Voice: What You Need to Know
  37. Consumer Appetites in Mobile Innovation
  38. What Borrowers Wished Credit Unions Knew
  39. Why HR Should Take Advantage of Employee Self Service
  40. Shifts and Trends to Know About in E-Learning
  41. 3 Website Design Trends for 2019
  42. Just How Distracted Are Consumers?
  43. Selling Payments and Wealth Management Services
  44. 3 Key Factors for Creating Good Content
  45. Wanted: Apps for Clarification and Simplification
  46. Build Up Membership Through Supportive Savings Programs
  47. The Win-Win Results of Prize-Linked Savings for Credit Unions and Members
  48. People Analytics: Bringing HR and Data Together
  49. 3 Ways Credit Unions Can Prepare for a Cyber Extortion
  50. Prioritizing the Credit Union Employee Experience
  51. Do You Know Why Payday Loans Are Used so Much?
  52. Popular DDoS Mitigation Methods in 2019
  53. The Credit Union Advantage for the Digital Customer
  54. Preparing a Transparency Communication Plan
  55. The Quickest Way to Understand Enterprise Risk Management (ERM)
  56. Is Your CMS the Right Fit?
  57. Preparing for Compensation Transparency
  58. Keeping Up with Digital Lending Convenience
  59. 4 Steps to Increased Social Media ROI
  60. 6 Factors for Choosing the Right ESS System
  61. Are You Missing Out on the Power of Video?
  62. A Simple Way to Unify Your Marketing Efforts
  63. 2 Big FinTech Goals for Credit Unions
  64. How Credit Unions Can Formalize the Branding Process
  65. 5 Guideposts to Measure Your Brand Promise Against
  66. Making Sure You Have the Right Leaders in the Right Seats
  67. What the C-Suite Wants out of Social Media
  68. Are Your Landing Pages up to Snuff?
  69. The Dream Team for Successful Online Customer Interactions
  70. How to Identify What You Want in an ESS
  71. The Best Compliance Training with New Topics You Will Need
  72. Empowering Employees and HR with the Latest Technology
  73. Credit Unions Can Compete with Shadow Banks
  74. Caution: Customers Don't Always Ask for What They Want
  75. How Credit Unions Can Embrace Storytelling in Marketing
  76. Content, Tools, and Channels to Capture Consumer Attention
  77. Identifying Marijuana-Related Businesses
  78. How to Generate Content with Fewer Resources
  79. If Your Site Isn't Mobile Optimized, You're Losing Out
  80. Protect Your Credit Union with a Website Accessibility Response Plan
  81. Don't Undervalue Your Brand Promise
  82. Don't Underestimate the Power of Financial Education
  83. 3 Factors Impacting Credit Union Compensation Plans
  84. Underestimate the Onboarding Process at Your Peril
  85. Leveraging Social Media for Member Engagement
  86. 3 Brand Promises Credit Unions Can Learn From
  87. Finding the Best Platform for HR Technology
  88. Serving the Underbanked and Millennials
  89. Why You Need ERM in Your Strategic Planning
  90. A Content Management System Will Make Your Life Easier
  91. Enterprise Risk Management — Where to Start
  92. Bankers associations’ opposition to mergers does a disservice to member banks and to consumers
  93. The Quickest Way to Find the Right (and Safest) CMS
  94. Is Your Credit Union Supported by the Four Pillars of Digital Banking?
  95. Omnichannel Delivery: Banking Based On Members
  96. The Easiest Way to Deliver Content for Employee Development
  97. Remaining a Player in the New Home-Buying Experience
  98. You Know You Need an LMS — Now What?
  99. You Might Already Have the Solution to Your Current Talent Competency Gap
  100. Predict the Future of Mortgage Lending with Analytics
  101. The Secret to Future-Proofing Your Organization
  102. Achieving the Golden “Narrative Transport” in Brand Storytelling
  103. The Process of Crafting a Relatable, Moving Brand Story

Related Trends

  1. You Know You Need an LMS — Now What?
  2. The Easiest Way to Deliver Content for Employee Development
  3. Preparing a Transparency Communication Plan
  4. Preparing for Compensation Transparency
  5. Are You Properly Rewarding Your CEO?
  6. The Planning Process - Improved
  7. Volunteer and Young Board Members Need Development
  8. Are You Ready to Adopt a Continuous Performance Management System?
  9. Experience Company Growth and Discovery with Employee-Driven Communication
  10. What’s Hot in Performance Management Technology
  11. Continuous Performance Management is Disrupting HR
  12. People Analytics: Bringing HR and Data Together
  13. Why HR Should Take Advantage of Employee Self Service
  14. Empowering Employees and HR with the Latest Technology
  15. The Role of HR and Hiring Managers in the Candidate Experience
  16. How to Identify What You Want in an ESS
  17. Finding the Best Platform for HR Technology
  18. 6 Factors for Choosing the Right ESS System
  19. Why You Should Invest in an Applicant Tracking System
  20. Underestimate the Onboarding Process at Your Peril
  21. Prioritizing the Credit Union Employee Experience
  22. The Performance Management Conundrum: Structure vs. Creativity

Industry insights
to your inbox!

Subscribe