Reengineering traditional performance management processes is a major HR trend. It’s good to see innovative companies eliminate the numerical rating of people as part of the reengineering. Automating the process is the logical next step. While managers remain the most critical component in effective performance management, technology streamlines the process and gives management the ability to quickly disseminate goals and objectives throughout the organization. But as with any new technology, there are tricks to making it work well.
Track the Process
Technology enables tracking the process to ensure performance meetings with employees are completed. There is a real-time view into which managers are completing reviews and when. No more waiting for paper reviews to be submitted to HR for filing and trusting that managers are engaging with employees. If the adage “you get what you measure” is true, automating the process guarantees the number of performance reviews completed in the organization will increase.
But the quality of those performance discussions is still an issue. Freed from the administrative burden of tracking completion of performance reviews, HR professionals can focus on training and coaching managers to facilitate truly meaningful conversations with employees. An ongoing method to gauge the quality of dialogue between managers and employees is needed to make sure the performance meeting does not become an electronic “check-the-box” exercise. This can be accomplished through focus groups or employee feedback surveys.
Identify Skill Gaps
Want to know the skills in the organization that need immediate improvement? It’s easy to do with performance management technology. Being able to quickly quantify which skills – and which employees – are in need of specific training can be a competitive advantage when employee knowledge is critical to the business. This is insight HR hasn’t been able to easily quantify and provide to management in the past.
Employees are more engaged when companies provide the training that enables them to do their jobs well.
To achieve this advantage, it’s important that the performance management system is properly configured. Though it’s a time-consuming effort on the front-end to make sure the system is properly set up and skills and competencies are appropriately linked to jobs – it’s time well spent.
The ability to communicate company, department and individual goals throughout an organization is a key part of the new performance management technology. It has been an ongoing challenge for management to ensure company objectives are cascaded to employees and linked to individual performance. Technology solves this problem.
But, the new systems require goals be well-defined. This puts pressure on management to set up goals that are specific and measurable; fluffy goals don’t fit well.
Choose your system carefully! Bad technology will generate the same or worse complaints as those received about paper-based performance management processes. There is nothing more frustrating than clicking a button that doesn’t work or not being able to configure a component to accommodate a major feature of your process. Performance management should be the dialogue between a manager and an employee. It shouldn’t be an annoyance caused by a technology tool that doesn’t work properly.
Conduct the proper due diligence to select a system that is configurable and reliable. Failure to do so will hurt the credibility of the performance management process.
Technology improves the performance management process, but it will not create better performance management. Only managers can do that.
Update: A version of this post originally appeared on Blogging4Jobs.com on April 15, 2015.
Within the sector, Insurance has shown the most growth. After adding 83,000 jobs in 2014 and 54,000 in 2013, Insurance increased an additional 26,000 jobs year-to-date.
Real Estate and Securities also continue to show job growth; adding 56,000 and 17,000 jobs respectively in 2014. Both sub-sectors added jobs year-to-date.
Commercial Banking continues to slowly shed jobs at the rate of approximately 2,000 per month, on average. The sub-sector lost 20,000 jobs in 2014, 16,000 in 2013 and 7,000 jobs year-to-date.
Jobs related to Financial Activities earn higher wages than most other industries. Only Utilities, Mining and Information earn higher weekly pay on average than the Financial sector. Financial employees’ earnings rose 3.4% in 2014 and 1.6% year-to-date.
When we think about cancer, heart disease, or diabetes, we don’t wait years to treat them. We start before Stage 4—we begin with prevention. When people are in the first stage of those diseases, and are beginning to show signs of symptoms like a persistent cough, high blood pressure, or high blood sugar, we try immediately to reverse these symptoms. We don’t ignore them. In fact, we develop a plan of action to reverse and sometimes stop the progression of the disease.
So why aren’t we doing the same for individuals who are dealing with potentially serious mental illness?
When you or someone close to you starts to experience the early warning signs of mental illness, knowing what the risk factors and symptoms are will help to catch them early. Often times, family and friends are the first to step in to support a person through these early stages. Experiencing symptoms such as loss of sleep, feeling tired for no reason, feeling low, feeling anxious, or hearing voices, shouldn’t be ignored or brushed aside in the hopes that they go away. Like other diseases, we need to address these symptoms early, identify the underlying disease, and plan an appropriate course of action on a path towards overall health. Mental health conditions should be addressed long before they reach the most critical points in the disease process—before Stage 4.
Many people do not seek treatment in the early stages of mental illnesses because they don’t recognize the symptoms. Up to 84% of the time between the first signs of mental illness and first treatment is spent not recognizing the symptoms.
Mental Health America’s screening tools can help. Taken online at http://www.mhascreening.org, a screening is an anonymous, free and private way to learn about your mental health and see if you are showing warning signs of a mental illness. A screening only takes a few minutes, and after you are finished you will be given information about the next steps you should take based on the results. A screening is not a diagnosis, but it can be a helpful tool for starting a conversation with your doctor or a loved one about your mental health.
Mental illnesses are not only common, they are treatable. There is a wide variety of treatment options for mental illnesses ranging from talk therapy to medication to peer support, and it may take some time for a person to find the right treatment or combination of treatments that works best for them. But when they do, the results can be truly amazing and life changing.
It’s up to all of us to know the signs and take action so that mental illnesses can be caught early and treated, and we can live up to our full potential. We know that intervening effectively during early stages of mental illness can save lives and change the trajectories of people living with mental illnesses. Be aware of your mental health and get screened #B4Stage4 today!
Source: Article from Mental Health America