Solution for real time performance management
Is 360 review once per year not enough? Don’t you feel that line managers know about employees more then HR department? And yet the HR is the one to make decisions on compensation, importance of people and investment to training? We did try asking managers to keep constant updates about key people, added layers of reporting, more complex layers of reflection.
It did not work.
Employees responsibilities, expertise, performance, information about talent remained in the minds of employees only. No matter what we did. Conflicts at the workplace happened in the event of an manager or employee having violated or forgot verbally made agreements.
Our key finding after speaking to manager was that they always had more important work to do then fill a report on the team. Yet while speaking to colleagues, while delegating tasks, discussing the outcomes managers always had information in their head about real time performance, knowledge of the people, competence, stronger and weaker parts. Managers had all information that we at HR love. Till this information was not forgotten / covered with more recent activities.
When we asked a simple question: would you record this information simply speaking, we received the same answer: “yeah, why not?”.