PERFORMANCE REVIEWING ISSUES burdensome or counter-cultural, they're met

with frustration and resistance.

Do our performance reviews really help us get the Some key changes work better for
most out of our people? everyone. Simplifying performance reviews
For most organizations, the performance review is and making them more flexible and relevant to
simply assumed to be "the right thing to do." That's how the work being done has been popular with
we're supposed to determine pay and establish both managers and employees. Early evidence
accountability, right? indicates that teaching managers and
But in recent years, many business leaders have started employees to have more frequent, meaningful
asking themselves, "Why do we do this in the first conversations about work expectations,
place?" Are our performance reviews really helping us progress and development improves
get the most out of our people and engage them? engagement and performance.
Donna Morris, an HR leader at Adobe,
Based on collective, listed below are the issues: discovered that, in order to effectively lead
1. Performance reviews in most organizations regular check-ins, managers needed to be
are so bad they do more harm than good. trained on how to talk to employees -- literally
The reasons for this are many. First, odds role-playing what a positive manager-
are the manager hasn't been giving employees employee check-in looks like. When it comes
regular feedback. So, by the time the employee to the developmental aspect of a performance
is hearing praise or correction, the issues are review, the real questions employees want
history -- they have either been resolved or are answered are, "What do I need to do to be more
in the distant past. The result is that it feels like successful?" and, "What does my future look
an unnecessary rehashing of a painful time or like?" There's not always a cut-and-dry answer
praise that comes far too late -- an to those questions.
afterthought. In fact, nearly half of employees A good manager, like a good coach, can
say they receive feedback from their manager a see their employees from both an objective
few times a year or less. and subjective point of view. What is this
Notably, many industries are filled with person exceptionally good at? What do they
"accidental managers" -- for example, a care about most? What are their dreams and
department chair in higher education -- where goals? Effective coaching requires
someone only puts on their supervisor hat understanding an employee beyond their
once a year during a performance review. They performance numbers and the limited
haven't been actively managing their observations made by managers -- and that
subordinate in any meaningful way up until that means having real conversations.
moment.
In addition, most managers haven't been 3. When employees are rewarded for putting
trained to evaluate performance, give themselves ahead of colleagues and
feedback or charter a developmental plan. This customers, it fuels greed and dysfunctional
can lead to an unnatural conversation in which competition.
employees feel like they are talking to a Unless you want to encourage a cutthroat,
completely different person than they are used back-stabbing culture, collaboration and
to working with. helping others need to be included in
Another major cause of awkwardness is performance evaluations.One simple,
that most performance reviews are trying to do important question to pose to your
too many things in a single conversation. organization is this: Who gets ahead around
For example, performance reviews are here?
often used for: Of course, you don't want to take things
• offering advice on how to improve too far in the opposite direction -- like elevating
• setting an employee's bonus or raise "team players" to such a degree that it
encourages superficiality, diffusion of
• deciding on a promotion
responsibility and mediocrity. But most
• justifying a future firing
organizations would do well to include team
and customer goals as part of a performance
2. Strong evidence about alternatives to
review.
performance reviews is lacking, but there
are a few important insights that you should
4. The exact system you use becomes less
consider.
important when managers know how to have
Over the past several years, many well-
regular and constructive conversations with
known companies have experimented with
employees about how to improve
different ways of doing performance
performance.
evaluations, including eliminating them all
If performance feedback only occurs a few
together. Some changes have worked, some
times a year, it's unlikely to be meaningful.
have not, and for some, it's too early to tell.
In contrast, when formal progress reviews
These alternatives may be better (or
are accompanied by frequent, honest
worse) than traditional annual reviews. The
feedback -- and the review is consistent with
jury's still out. Nevertheless, organizational
what you've heard all year -- they can be
readiness for change has proven an important
affirming, motivating and, at the very least,
factor. When new approaches are confusing,
much less awkward.
 Gallup has found that when managers extracted. This software facilitates
provide weekly (vs. annual) feedback, team the sharing of the same data across
members are: teams, thereby enhancing team
• 5.2x more likely to strongly agree that performance.
they receive meaningful feedback • You could provide them with screen
• 3.2x more likely to strongly agree they recording apps such as Loom so that
are motivated to do outstanding work the team can share real-time
• 2.7x more likely to be engaged at work information on the challenges that
Needless to say, the best performance they may be facing.
management systems encourage frequent, • Additionally, you can have them
meaningful manager-employee make use of video calling
conversations. applications and task management
And there's also a cultural aspect as well applications such as Slack or Trello to
performance management systems work help them keep tabs on their duties.
best within a culture of honest feedback,
where teams have a shared definition of 2. Enhanced Communication
excellence, and with leaders who model what Teams who communicate effectively are
makes a great manager. bound to work efficiently and complete their
projects in a timely fashion. You need to ensure
that there are clear communication channels
IMPROVING INDIVIDUAL AND TEAM PERFORMANCE in the workplace so employees are clear about
their roles and duties.
Individual-Level Performance When people know what to and when to
Individual Performance - it is described as the do it, their overall performance is enhanced
performance attributed to a single person taking into significantly. Bad communication is what has
account their responsibilities and functional area. It can other people excelling while some fail.
be assessed in different ways, which include: Some of the tools to leverage to improve
• The level of creativity that individuals communication among your employees
demonstrate I90I include:
• Through peer and client feedback • Encouraging reciprocal feedback
among members
• The quality of work done
• Revenue generated from an individual’s effort
• Boosting employee morale

• Employee’s ability to own the tasks allocated

• Relaying information about duties
and responsibilities in a clear and
to them
concise manner
Individual performance, whether good or bad, has an • Conducting regular communications
impact on the team. Work productivity, quality, and the training in your organization
morale of the team are affected by an individual’s • Encouraging creativity and innovation
contribution. among employees
When an individual’s capacity is impeccable, it makes
sense to accelerate that so that the team has excellent 3. Acknowledge Team Performance
output. Recognizing individual performance is
good. However, when you make it a culture to
But, how do you turn the individual performance into acknowledge teamwork, you are bound to
team performance? Here are tips on how you can go enhance their performance.
about it: Top individual performers always want to
1. Provide Cutting-Edge Technology be associated with the winning team. While
Sometimes an individual will excel you appreciate and reward individuals, it would
because they have access to something that be productive if you did the same with teams.
the rest of the team does not have. Often This tactic will foster expert individuals to work
especially when you are working with remote efficiently with their colleagues and be
teams, technology plays a critical role. As a considered as a team.
leader, you need to ensure that all your
employees have access to the same tech tools Conclusion
to produce the same outcome. When you have a few people excelling while the rest are
There are four tools that you could give not productive, you stand a chance of not achieving your
your team to ensure work consistency company goals. Turning individual performance to team
• For instance, you could encourage performance will get you the desired results, enhanced
the use of tools such as Google Docs, productivity, and improved bottom-line.
where team members can edit, To succeed in making this transition, you need to
create, and share documents understand the other employees’ needs to help them
concomitantly. become top achievers in the workplace. Most
importantly, you have to exercise patience while
• At the same time, you could promote
executing this plan because it will take time for your
the use of zip files created using
employees to adjust.
software, such as WinZip. This format
is great when working with large files,
E-PERFORMANCE MANAGEMENT
and the documents can be easily
 • Networking: Building professional connections
Introduction is crucial. Attend industry events, conferences,
E-Performance Management - also known as Electronic and workshops to network with peers,
Performance Management or E-PMS. It is a crucial mentors, and potential employers.
aspect of modern human resource management. • Mentorship: Find a mentor within your
• It combines the element of e-HRM (electronic organization or industry. A mentor can guide
human resource management) and HR you, share insights, and provide valuable
information systems (HRIS). feedback.
• It involves the planning, implementation, and • Certifications: Pursue relevant certifications.
application of information technology to They enhance your value as an employee and
manage performance within an organization. may lead to promotions or salary increases.
• Through IT-enabled systems E-PMS Integrated • Skill Development: Focus on both hard skills
strategies, policies, and practices, with the (technical abilities) and soft skills
performance management process. (communication, leadership, etc.). Improving
your skill set directly impacts your job
Key Aspects performance and career growth.
• Integration: E-Performance Management • Job Rotation: If possible, explore different roles
allows seamless integration of organizational within your organization. Job rotation exposes
strategies and practices into the performance you to diverse experiences and helps you
management process. discover new areas of interest.
• Relational e-HRM: It supports business
processes, including performance Conclusion
management, training, and recruitment. Investing in your career through continuous learning not
• Operational e-HRM: Handles administrative only benefits your professional growth but also boosts
functions like payroll and staff inventory. your confidence and job satisfaction.
• Transformational e-HRM: Drives strategic
changes within the organization. COACHING

Benefits Coaching
Coaching - it is a process of self-discovery and self-
• Efficiency: Automation streamlines
awareness that helps individuals identify their strengths
performance management tasks.
and develop goals. It involves working with a trained
• Accuracy: Digital systems reduce manual
professional to unlock your full potential and make
errors.
progress towards these goals.
• Data-driven Insights: E-PMS provides valuable
- Whether it’s for personal or professional growth,
data for decision-making.
coaching is an investment that yields ongoing
• Employee Engagement: Transparent benefits throughout your career and lifetime.
processes enhance employee engagement
and motivation. Benefits of Coaching
• Evidence shows that high-quality coaching has
Summary
a significant impact on well-being and
E-Performance Management leverages technology to performance.
optimize performance management processes, aligning
• Coachees experience benefits even if they
organizational goals with individual performance.
start in the bottom 25% of any given parameter.

MANAGEMENT LEARNING
• Coaching is a flexible solution that supports
both personal and professional development.
Learning Opportunities
Examples of Coaching
Learning Opportunities - these are avenues that allow
you to acquire new skills and knowledge, enhancing your • Adapting Behavior: An employee may need
performance in the professional world. Whether you’re coaching if their behavior is affecting their own
just starting your career or seeking ways to recover from work or that of others. A coach can guide them
burnout, there are various types of career development in adjusting their behavior to align with
programs and activities to explore. workplace expectations and team dynamics.
• Online Courses: Consider taking online • Skill Development: Coaching helps employees
courses to learn new skills or earn acquire new skills for success. Whether it’s
certifications. Many platforms offer flexible mastering a software tool, improving
learning formats, allowing you to grow even communication, or enhancing leadership
with just a few hours a week. You can explore abilities, a coach can provide personalized
free courses on platforms like Coursera, guidance.
covering subjects from programming and data • Goal Setting: Coaches collaborate with
science to personal development and employees to create specific, measurable
language skills. goals. These tailored objectives lead to greater
• Reading: Expand your knowledge by reading success because they consider individual
books related to your field or leadership. skills and job roles.
Learning from experts through literature can be • Promoting Teamwork: Coaching encourages
a valuable development opportunity. collaboration among team members.
 Strengthening teamwork leads to higher understand. This is also to avoid
efficiency and productivity. misinterpretation.
• Open Communication: When managers coach
their employees, it establishes an open 3. Avoid sugar coating.
channel of communication. This fosters better Not only is this unprofessional, it
relationships and a more enjoyable work also means you are hiding the truth
environment for everyone. by sugar coating. Avoid having to do
• Problem-Solving Skills: Coaches teach this. You can revise how you would
employees problem-solving techniques. By word it but do not use flowery
introducing processes and strategies, language or sugar coating to state
employees become better equipped to handle something.
challenges independently.
4. Write your final work down.
• Employee Retention: Workplace coaching can
Once you are done drafting and you
boost retention rates. Well-coached
are satisfied with your work, write
employees receive better training, leading to
the final output. Don’t forget to
improved performance and job satisfaction.
explain your ideas and the results of
your assessment.
Summary
Effective Coaching benefits both employees and the
5. Revise and send.
overall success of the company.
You are done with your final output.
But revising it won’t hurt anyone.
PERFORMANCE IMPROVEMENTS THROUGH
Check to see if your tone of voice is
SYSTEMS
professional and active. Check to
see that your words and languages
Performance Improvements through Systems
fit the age range of your students or
1. Narrative Assessment
patients.
A narrative assessment is a type of
evaluation that describes an individual’s
2. Visual Methods
learning and wellness. It allows the assessor to
Visual research methods are effective in
know just how far the student or employee has
eliciting ideas and experiences that might
progressed. In addition to that, it also helps
otherwise be difficult to express through
understand the key points and the points
discussion or language and are often used in
where the individual needs to improve on. Not
settings where there is a language barrier
only that, it also helps the assessor to get to
between the participant and the researcher.
know the learner at a more academic level.
Did you know that visual information is
Writing the narrative assessment to assess the
processed 60,000 x faster than text? This
student or employee can also be used as a
explains why the average person remembers
stepping stone to improving a student’s or
only 20% of what they read but 40% of what
employee way of thinking.
they see. This also explains why most
The importance of writing a narrative
companies use a form of visual management
assessment is to assess the important
to communicate with their employees.
moments. To write down all the achievements
Visual management is a way of
and the milestones of your students or
communicating key messages in a visual way
employee. To highlight their strengths and to
that can be interpreted, without much thought,
improve on their weaknesses. A narrative
by anyone and everyone. It’s when companies
assessment also lets the students’ and
use visual cues such as dashboards, displays,
employee see the achievements and for the
labels, signs, color coding, and other markings,
teacher or the assessor to see proof of the
instead of written instructions to communicate
examination being given. To write down a
with their staff. Visual management is also one
student’s or employees performance whether
of the most intuitive elements of a lean
it is a positive or negative performance.
management system (LMS) because it should
enable anyone entering a workforce, even
➢ Tips for Writing a Narrative Assessment
visitors or newcomers, to see and understand
1. Draft your work.
what’s going on at a glance.
What better way to begin writing
than to draft out what you want to
➢ How to manage your processes visually:
write? Drafting your work can also
You can visually represent processes within
help you rearrange your ideas and
your organization through business process
thoughts. As well as being able to
modeling techniques, like these for example:
know which idea you are going to
use and which idea you are going to • Flow charts - type of diagram that
explain. represents a workflow or process.

2. Avoid using difficult words.

I want you to think of whom you are
writing the assessment for. Avoid
having to use words they may not
 a series of sequential steps that
explain how a product or service is
delivered to consumers.

PERSONAL DEVELOPMENT

• Swimlane diagrams - it is used in Introduction

process flow diagrams, or flowcharts, Personal Development - it refers to the process of
that visually distinguishes job sharing improving oneself in various aspects of life, including but
and responsibilities for sub- not limited to personal growth, skills enhancement, self-
processes of a business process. awareness, and achieving one's full potential. It involves
a conscious effort to learn, grow, and evolve in different
areas such as career, relationships, health, and
mindset.

Example: Let's say someone wants to improve their

communication skills. They might engage in activities
such as attending public speaking classes, reading
books on effective communication, practicing active
listening, and seeking feedback from others. Through
consistent effort and self-reflection, they aim to develop
and enhance their communication abilities, which can
have a positive impact on their personal and
• State diagrams - a type of diagram professional life.
used in computer science and
related fields to describe the behavior Example: Imagine a student who struggles with
of systems. procrastination and often finds themselves
overwhelmed by deadlines. To address this, they decide
to work on their time management skills. They might
start by creating a daily or weekly schedule, prioritizing
tasks, and breaking down larger projects into smaller,
manageable steps. Additionally, they might experiment
with different productivity techniques, such as the
Pomodoro Technique or time blocking. Over time, as
they consistently apply these strategies and reflect on
their effectiveness, they gradually develop better time
management habits. As a result, they feel more
organized, less stressed, and achieve greater
productivity in their academic and personal pursuits.

Factors
• Data flow diagrams - it is a way of Personal development is influenced by a variety of
representing a flow of data through a factors, each playing a role in shaping an individual's
process or a system (usually an growth and progress.
information system).
• Self-Awareness: Understanding one's
strengths, weaknesses, values, beliefs, and
goals is fundamental to personal
development. Self-awareness allows
individuals to identify areas for improvement
and set meaningful objectives.
• Motivation: The drive to improve and grow is
crucial for personal development. Whether it's
intrinsic motivation (internal desires and goals)
or extrinsic motivation (external rewards or
pressures), having a clear purpose and
incentive fuels progress.
• Value stream mapping (VSM) - it uses • Learning and Education: Continuous learning
flowcharts to analyze and then through formal education, training programs,
improve on the delivery of products self-study, or experiential learning contributes
and services. VSM is based on the significantly to personal development.
concept of value streams— which are Acquiring new knowledge, skills, and
 perspectives enables individuals to adapt and
thrive in various situations.
• Goal-setting: Setting specific, measurable,
achievable, relevant, and time-bound (SMART)
goals provides direction and focus for personal
development efforts. Clear goals help
individuals track progress and stay motivated.
• Resilience: Personal development often
involves facing challenges, setbacks, and
failures. Resilience, the ability to bounce back
from adversity, is essential for maintaining
momentum and overcoming obstacles on the
journey of self-improvement.
• Support system: Surrounding oneself with
supportive relationships, mentors, coaches,
and peers can provide encouragement,
guidance, and accountability. A strong support
system offers valuable feedback, perspective,
and encouragement during the personal
development process.
• Reflection and self-assessment: Regularly
reflecting on one's experiences, progress, and
setbacks allows for introspection and self-
evaluation. Engaging in self-assessment helps
individuals identify areas of improvement,
adjust strategies, and cultivate self-
awareness.
• Time management and prioritization:
Effectively managing time and prioritizing tasks
are essential skills for personal development.
Organizing and allocating time efficiently
allows individuals to balance various
responsibilities and commitments while
making progress towards their goals.
• Adaptability and flexibility: Being adaptable
and flexible in response to changing
circumstances, feedback, and new
opportunities is crucial for personal
development. Embracing change and
adjusting strategies as needed enable
individuals to navigate challenges and seize
growth opportunities.
• Action and perseverance: Taking consistent
action towards personal goals and persisting
through obstacles are fundamental to personal
development. Cultivating a habit of discipline,
perseverance, and follow-through empowers
individuals to make meaningful progress and
achieve lasting change.