Once team members know what their performance ratings are, they can set goals for getting their ratings up before the next review. Here are a few ways you can help.
Align Individual Goals With Company Goals
Aligning employee and company goals creates a sense of common purpose and shared responsibility for achieving results. Creating alignment helps employees feel motivated and engaged, which can improve performance and contribute to a positive workplace environment.
Companies have options for aligning individual goals with company goals. First, make sure that everyone understands the company’s vision and mission. Employees can’t prioritize the right goals unless they know what they’re ultimately working toward. Achieving that alignment guarantees that everyone is working toward the same goals.
Second, communicate regularly with employees about how their individual goals fit into the overall company strategy. This will help employees see how their work is contributing to the success of the organization in terms of specific business outcomes. To make this connection, you need to provide transparency into top level strategic planning. Train managers to interpret and communicate those goals in the context of their teams.
Finally, provide opportunities for employees to set their own goals, including how they plan to meet them. It’s critical that employees feel like they have a say in their work.
Identify Trends in Employee Performance Review Data
Taking a high-level view of performance can help you identify systemic barriers to great performance. Start by gathering employee performance review data from a variety of sources, including regular employee performance reviews, informal conversations, and skills assessments.
Then, look for patterns or trends. Are there certain departments or job roles with consistently lower performance ratings, for example? Are there common themes in the feedback that’s being given by managers or employees?
When employers identify these trends, they have a fighting chance of addressing them. Your next steps might include new policies and procedures, additional training for employees, or changes to how performance is measured. By taking these proactive steps, employers can improve performance ratings while creating a more positive work environment for all employees.
Facilitate Trust and Connection
Trust and connection between managers and employees are essential if you want honest, productive performance conversations. Having the right conversations at the right time provides a strong foundation for good performance. These meetings prompt managers to recognize their team members for work done well, providing crucial positive reinforcement to keep employees moving in the right direction.
These connections don’t always form organically, especially in remote work settings. Design an employee experience that prompts organic interactions between managers and their reports. Build those into set workflows within your workforce management system.
Another way to connect management and employees is to create opportunities for teamwork, such as on projects. When your people work closely together, they’ll develop closer relationships, improve team morale, and foster a sense of cooperation, including across departments.
By taking these steps, employers create a more connected workforce and, over time, improve their performance ratings. Employees will feel valued, appreciated, and informed about their performance. And, with knowledge of their performance rating and how to improve it, they’ll be more likely to go above and beyond.