1. Check the relevance of practices before implementing them
Sometimes we try to implement successful “foreign” practices without studying the current state of affairs. Perhaps these practices have long lost their relevance in the world, and we are starting to implement them only now, with some delay. Yes, they may be really good and effective, but they are not up to date.
2. Check the connection with company values
It is a big mistake if you do not check the connection of the future evaluation system with the company's values. For example, if your company's performance appraisal process encourages individual performance with fierce competition, but your support team spirit and teamwork is among your values, then the first contradicts the second. Such a discrepancy is likely to have unfortunate consequences – the appraisal system will simply not work.
3. Make performance appraisal a continuous process
Moving to a continuous appraisal process is a change in the management of remote teams that is worth implementing. While a few years ago, annual performance review meetings were considered best practice, this is now a thing of the past. Today, events in the world are changing very rapidly, so to stay, let's say, in the trend, you need to react to everything instantly. Therefore, people need much more frequent feedback on their performance. And it does not matter how much time has passed since the previous assessment – a month, two, six months. If there is a need – it is necessary to adjust.
4. Create transparency in performance evaluation
It is extremely important that the company has transparent and clear criteria for performance evaluation. In addition to receiving a performance evaluation, this will motivate teams to go beyond their responsibilities. For example, to participate in various projects, help in the development of internal systems and more. All this has an impact on reward, which also motivates. However, one should not confuse equality and fairness of reward– these are not identical concepts. And the sense of justice is formed not by the fact that everyone receives the same reward, but by the fact that there are clear and transparent criteria for receiving or not receiving the bonus part.
5. Form criteria not only for each employee, but also for entire teams
More and more successful companies are raising the issue of the need for performance evaluation criteria not only for individuals, but also for teams.
Why did the need for such a concept arise?
It happened as a result of the transition of business and society as a whole from the industrial environment to the post-industrial era of the Internet. This concept involves delegating part of the responsibility and decision-making to people on the ground. After all, when more people are united, they are able to make quality decisions much faster and more efficiently.
The greatest value of a team is that, unlike just a group of people, it is capable of something seemingly unattainable. Let's assume that there is an ordinary group of people who have certain resources to achieve a result. A team with the same resources is able to achieve much more. This happens not by attracting additional resources, but by deeper integration and cooperation with each other. Each participant of the process perceives the group goal as his own, although absolutely everyone has his own explanation on why he agrees to work for this goal.
In order to support this format of a team existence and promote the development of a close cooperation between its members, we advise you to take care of certain evaluation criteria for encouraging team productivity.
6. Use modern technologies
Technology plays an important role in the management of the company and people. Thanks to digitalization, the process of exchanging information, for example, about productivity, can be faster and more transparent. Such tools help to draw new conclusions and predict the future. However, in addition to productivity, it is also important to observe the work of your colleagues. After all, the faster you respond to their difficulties, provide help and support, the faster you can achieve your goal.
The massive transition to remote work has exacerbated the need for such platforms. Analyze and find solutions that will help you improve your performance management process.
One of such solutions can be Yaware.TimeTracker — a simple and flexible productivity monitoring tool that allows you to keep track of time with minimal interference in the employee's personal space.
With its help you can find out:
- what time is the most productive for employees
- what resources employees use to perform a specific task
- how much time is spent on solving the task
- when difficulties arise in performing the task and help is needed
- what distracts the attention of employees and does not allow them to move forward
As a result of receiving all this information, you will be able not only to evaluate the work of employees, but also to work with them on the difficulties that have appeared on the way and prevent them from moving forward.
By implementing Yaware.TimeTracker, the productivity and efficiency of your team increases!
