Implement Company-wide OKRs

OKRs can guide performance by aligning it with larger company goals. Set the business’s OKRs in the C-suite based on where leaders want the company to go. From there, with a comprehensive roadmap in place, each department, team, and individual sets their own goals that drive the business in the right direction. 

The OKR process helps employees see how they drive business results, and that sense of purpose can increase employee engagement.

The OKR process helps employees see how they drive business results, and that sense of purpose can increase employee engagement.

Practice Agile Goal-Setting

Agility is key to driving business results in a chaotic business environment and is a distinct advantage of modern performance management. Because performance conversations happen directly in the workflow, employees can pivot their priorities as needed. 

Agility is essential during the goal-setting process. Keep your objectives flexible to accommodate changes in the business environment. Return to your goals every quarter to decide whether you’re still headed in the desired direction as the world evolves around you. 

Provide Real-Time Feedback

Employees need feedback regularly, ideally in real-time and within the workflow. Open communication channels can help managers and employees stay in touch during work hours and provide feedback on output as needed.

Train managers to be more alert to employee needs during the workday. Managers must be more intentional in providing feedback to employees, especially in remote work scenarios. 

But be careful: Too much feedback can overwhelm employees. You need to help managers find the right balance and prioritize giving the most useful, actionable feedback. Good feedback should include praise for employee strengths, gentle constructive criticism, and suggestions for improving weaknesses. 

To be effective, this type of feedback must come from a place of trust. If employees don’t feel like managers have their best interests in mind, they can begin to feel attacked or run down.

Incorporate Professional Development and Training

Because performance enablement looks forward, it prioritizes ongoing learning for team members. Have managers and their reports work together to identify learning goals for each employee for the quarter. Ensure that all managers know the company’s learning resources, such as learning management systems, course subscriptions, or learning reimbursements.

Recognize Daily Performance Achievements

New performance management trends rely on enhanced communication, including better performance recognition. Managers need to hone their interpersonal skills to recognize and acknowledge when team members complete tasks that drive the business forward or stretch their abilities.

Give Employees a Voice as Evaluators

Modern performance management brings team members into the process as collaborators. Instead of simply taking orders, they must also have a chance to voice their opinions.