What is Social Performance Management?
Today’s workplace has changed beyond recognition to what it used to be just 20 years ago; new technology is continuously bringing efficiencies to our way of working and changing the way we operate. One thing does remain constant though – the performance appraisal process. Social Performance Management helps to bridge this gap.
Consider Generation Y for a moment, will they be content to wait for their annual or bi-annual review to find out how they’re doing? Probably not! Their world is a sharing world –information is instant and on tap. They’re part of a new generation where continuous communication and collaboration is the norm. So how can we align the performance management process with today’s social way of thinking and communicating? ‘Social’ is already working in other HR processes; recruitment and learning for example. Now it’s Performance Management’s turn.
Social performance management fosters a supportive and collaborative work culture where your employees are primarily responsible for requesting their own feedback, not annually but daily in real-time. Feedback then becomes interactive, timely and focused.
By using social HR technology, constant feedback is streamlined between manager and employee. That way, employees becomes more engaged and the manager gets meaningful, real-time information to improve performance immediately. With the accelerating speed of change in organisations and the demand for quick responses, annual goals or objectives can quickly become obsolete. Social Performance Management encourages social goals which evolve and change in real-time. These social goals are worked on collaboratively across teams and the organisation as a whole.
Individual performance is monitored continually and has direct relevance to results. Teams can rally around goals in an easy, open and social way. Teams stay focused on what really matters and individuals are encouraged to work towards driving the key targets that impact the business. Employees are publicly recognised or instantly rewarded for their contribution and achievements. This means employees know how they’re doing; they feel more motivated, focused and accountable.
The traditional appraisal process assumes that the manager is a good coach. With a social performance management process, coaching becomes collaborative, not just top down. Employees are actively encouraged to ask for help throughout the organisation’s network. Colleagues, not just managers, give support. Knowledge is shared across the organisation and coaching becomes an on-going, collaborative process.
There’s now a new generation of companies embracing the concept of social performance management. Companies like Facebook, Spotify, Linkedin have abandoned a traditional performance appraisal process in favour of a social approach. There’s no doubt that social HR technologies have the potential to revolutionise the management of people. However, you may be thinking that a social approach to performance management is too radical for your work culture. It might not be the right answer now but think carefully when re-designing your performance appraisal process. Consider the work culture you want to create; a collaborative, supportive work culture tends not to fit with a traditional appraisal process. Collaboration, instant feedback and on-going coaching are quickly becoming the norm in the workplace. If you don’t re-think your performance management process soon, in two or three years, your organisation could well be lagging behind.
Download this essential Performance Appraisal Guide. A handy list of the key actions to take when preparing for the appraisal, during the appraisal meeting and throughout the year.