Performance management plays a key role in employee engagement

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Employee engagement is a catchall term that refers to the degree to which employees are committed to their work and their organization. We all know that engaged employees are more productive, more creative, and more likely to stay with their organization.

So, how does performance management impact employee engagement?

Think about your own experiences with performance management (aka annual reviews). In all likelihood, these annual (or quarterly or semi-annual) meetings have had some degree of stress involved and may or may not have led to:

• Increased engagement in your work
• Higher commitment to your organization
• A better understanding of your performance

In the 1980s, Marshall Goldsmith coined the term “feedforward” to refocus performance conversations not only on looking back at what has already been done but also thinking about our goals moving forward. Effective performance management helps improve employee engagement by establishing clear goals, providing regular feedforward information, and offering opportunities for development.

As the world of work continues to evolve constantly, here are some trends in performance management:

• There is a continuing push to move away from annual reviews. Traditional annual reviews are being replaced by more frequent and informal feedforward conversations. This allows managers to provide – and receive – more timely and targeted information.
• There is a focus on continuous (or agile) improvement. Rather than focusing on past performance, performance management is increasingly focused on continuous improvement. This means setting goals that are challenging but achievable, and providing regular feedforward to help employees reach those goals.
• New tech is being adopted. Technology is increasingly being used to support performance management. This includes tools, apps, and other programs for goal setting, tracking progress, and providing feedback.

At the same time that leaders and HR professionals are looking for the best way to assess employee performance in a way that yields better work and greater commitment to retaining the best employees, there are some trends in employee engagement that these leaders must consider, including:

• An increased focus on the employee experience. This means creating a workplace that is positive, supportive, and rewarding – one where employees WANT to work.
• A move toward giving employees more voice. Employees want to have a voice in their work. This means giving them opportunities to provide feedback and to be involved in decision-making.
• Increased empowerment and autonomy. Employees want to feel empowered to do their best work. This requires that leadership gives them the resources and support they need, along with the autonomy required to succeed and take pride in their accomplishments. How are leaders adopting technology to improve performance management and employee engagement?

For both engagement and performance, there are new technologies leaders can adopt. Some of the ways that technology is being used in these areas include:

• Performance management software
• Employee engagement surveys
• Communication tools
• Learning and development platforms

If you are leading a team and looking for advice on how to improve your performance management processes and increase your employee engagement, you may want to consider both areas simultaneously, as they are integrally related. Employees who are given feedback and resources to perform their jobs well are more engaged.

Here are a few tips for improving your performance management and employee engagement:

• Make sure that goals are clear, measurable, achievable, relevant, and time-bound.
• Provide regular feedforward to employees – and ask them to provide it to you, too!
• Be specific and actionable when providing feedback.
• Focus on the employee’s development, not just their performance.
• Create a culture of continuous learning and improvement.
• Celebrate successes and recognize employees for their achievements.

If you find that you need some strategic or tactical help in implementing any of these initiatives or technologies, Purple Ink is a one-stop shop for all HR consulting services and has the professional expertise to help, advise, and consult in performance management, employee engagement, and much more.