Now that your performance management system is on track, your technology and workflows are up and running, and your employees are buying into your chosen metrics and processes, you can sit back and relax. After all, once employees know how their performance will be evaluated during 
each cycle, they’ll have all the motivation and tools they need to manage their own growth…Right?
Not exactly.
Effective performance management is an art and a science, and even when you think you have every kink worked out and every detail under control, you’ll still need to be ready for change. The good news is that if you know what to look for, you can avoid veering too far off track. Keep these considerations in mind as you move forward.
1. Every goal achieved should lead to a new set of goals. Don’t just set the bar for each employee and then walk away. Low performers need to work on meeting basic standards, but high performers still need to concentrate on growth and improvement rates. Employees who produce at an above average level are often ignored and over looked during review cycles, to the detriment of the company. Company goals should also be constantly evaluated and should evolve to suit the needs of the market and competitive landscape they must live in.
2. Managers are no exception. Management is a skill that takes a lifetime to master. Even when the team is meeting and exceeding standards, managers still need focused attention from mentors and directors in order to keep moving and evolving. Consider enhancing your current review structure by adding manager assessments or leadership 360° reviews. Again, these don’t have to be put into place right away, but should be on HR’s radar as they plan to grow their performance management strategies.
3. HR teams need to stay in the loop. Human resource development and performance management are serious scientific disciplines, and new studies are generated and published every day. HR teams should stay tuned in to the results of these studies and should keep finding practical ways to apply them to company growth. We find great resources on websites such as HR.com and TLNT.com, as well as though helpful associative memberships like SHRM, IHRIM, and ASHHRA. If possible, we also recommend planning to attend at least one HR Conference throughout the year as the sessions are lead by visionaries with loads of practical information to share. Finally, don’t underestimate the power of webinars. These online events are often free and jam-packed with useful and practical take-aways for enhancing your company’s talent management programs. (You can browse our library of free downloable archived webinars here).
4. Software platforms need to evolve as well. When you’re ready to take your team to the next level, your performance evaluation software should . When selecting a talent management platform, choose one that suits your needs now, but contains the features and functionality that will allow you to easily expand your performance management efforts down the road. Not ready for automated compensation management or talent identification now but know a year down the road you would like to automate the tie between pay and performance and easily identify ? Then make sure your chosen software can deliver when the time comes. Rely on emPerform’s scalability, all-inclusive suite, and configurability to take your company in the right direction.
For more information, visit www.employee-performance.com
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