Let’s Develop Employees Instead of Measuring Their Performance

Let’s face it, the time of Performance Appraisal is an anxious time in a company. Employees look forward to this time with utmost excitement and hope. It is the time to look at what worked and what didn’t work so well or a time to collectively look ahead.

That said, HRs and managers have a huge responsibility here. They should be mindful of what they are evaluating- the performance or the individual? Truth be told, the majority of the businesses in India focus on performance instead of the person. But, things need to change. Going forth, performance management should be about the person, not the performance.

While performance management should be done continuously rather than annually, the annual appraisal should be done to build and develop every employee.

In this blog, we will tell you how companies can develop their employees instead of measuring performance. Before getting started, let’s know the difference between performance appraisal and performance management.

Performance Management Vs Performance Appraisal

While performance management and performance appraisal meaning are clear to many, there are people who still get confused when they hear these terms.

The process of understanding, evaluating, handling, and upskilling the performance of the human resources is known as performance management.

Performance appraisal is how a company measures the progress being made by an employee. This process is done on a regular basis over time

Top 3 Ways To Develop Employees

Learning & Development Strategy

Every employee has potential far beyond their short-term performance. That being said, it is the duty of every business leader to erase that gap. For this, they should design a learning and development plan that can be used all year long. Also, since digitization has tremendously grown, companies should make it a key part of this process.

Job Promotions & Rotation

Business leaders should pay attention to every employee’s abilities, skills, strengths, and weaknesses. This way they can put employees in positions that suit them better to their individual capabilities towards success. This is an efficient way not just to reward high-performing employees but also to show the right path to underperforming employees. Job rotation is also acutely beneficial for companies as it allows employees to get familiar with the different verticals of their company and broaden their skill sets, things that are especially critical in times of crisis.

Succession Planning

Remember, only leaders create leaders. The global pandemic was a real test of leadership- better than any simulation could have created. Companies should consider those employees who showed resilience, team spirit, and rationality in their work even in times of adversity and tag them as potential successors for C-suite roles. The challenges faced in 2020 should also make businesses realize the importance of timely succession planning and what a strong leader at the helm can achieve.

Also Read: 5 Key Rules Of Performance Management For A Diverse Workforce

So, these are the top three ways every company, be it small or large, can develop their employees. It is high time for us to reframe the appraisal meaning. Business leaders should start trusting employees’ potential to make a positive impact.