In order to be successful in the future of work, managers and employers need to adopt many new techniques and strategies. A key factor they need to focus on is evaluating and monitoring employee performance.
In the old order of things this was done once a year during the “annual performance review” subsequent to which, pay hikes, promotions, career progression were decided on. Judging performance based on what was done or not done over the previous 365 days was difficult and quite often superficial. Given the hierarchical organizational structure, this was uni-directional – the seniors evaluated their subordinates. Standard metrics were used across the board, irrespective of whether they were relevant or not; as a result evaluation and feedback did not take into account the person per se and “reports” were often lacking in depth and substance.
Feedback becomes frequent and instantaneous
In the future of work, feedback becomes frequent and instantaneous. Since employers and employees will work together on a collaborative, inter-connected model, all interactions will take place in real-time. Good performance can be recognized and appreciated immediately, on completion of the task. It might just be a one-liner like, Great work, Like the initiative you have displayed, Sales up since you took over, Good motivating tactics, Excellent teamwork etc….. And when this is shared over the communication network, with colleagues and other stakeholders, there is greater engagement and desire to do more. The new generation of workers wants this kind of recognition and feedback and so companies that have these systems in place are able to attract and retain good people.
Inviting all employees to show their instant appreciation
Companies can adopt and implement steps like inviting all employees to show their instant appreciation of their colleagues’ work in real-time by giving points or a suitable emoticon (like a handshake, a smiley face, word bubbles etc) on the company network. These evaluations help decide career progression and pay increases. This spurs people to do better when they see how much their work is being recognized and liked. This serves as continuous, multi-directional feedback, recognition and appreciation in real-time. This system is easy to operate, transparent and can work for all levels across functions and hence becomes an effective and dependable model for performance appraisal.
This system of recognition and appraisal also works to provide guidance or support to team members. Sharing the progress of your work, updates on meetings, presentations, will bring forth immediate advice and suggestions that can strengthen your next efforts – this will come from seniors, peers and subordinates and will help employees enhance the quality of their work.
Negative feedback on shared networks is in bad taste
Giving negative feedback on shared networks is in bad taste but constructive criticism, helpful insights into how to be more effective, productive, or collaborative will work well e.g. You could tweak that section a bit to sound more convincing, We may need to revisit those figures again before presenting them to the CEO, It may be a good idea to provide a few alternate scenarios etc…..
Organizations could even have a system for employees to record and share their mood for the day, issues they find difficult to handle, problems with clients, work load, offers for working with other teams etc so that expectations of colleagues can be tempered with these circumstances. And all this will be done in real-time so that employees do not have a whole year to know where they have gone wrong and what they have done right and what has been noticed and appreciated by the powers that be.