Building a compelling and meaningful work environment is a complex process. At the same time, the world of employee engagement and feedback is exploding. Annual engagement surveys are being replaced by “employee listening” tools such as pulse surveys, anonymous social tools, and regular feedback check-ins by managers.

1. Havingaperformancediscussion
According to a 2016 Deloitte study, titled, Meta Analysis Research Paper, “Employee
engagement is still a headline issue throughout business and HR. An overwhelming
majority in this year’s survey (85%) ranked engagement as a top priority (that is
important or very important).

2. 2
Traditional performance reviews with broad-based
ratings are becoming a thing of the past
The article goes on to describe a new wave of
engagement, “Building a compelling and meaningful
work environment is a complex process. At the
same time, the world of employee engagement and
feedback is exploding. Annual engagement surveys
are being replaced by “employee listening” tools
such as pulse surveys, anonymous social tools, and
regular feedback check-ins by managers. All these
new approaches and tools have given rise to the
“employee listening” officer, an important new role
for HR.”
With only 46 percent of
the surveyed companies
responding that they are
“prepared to tackle the
engagement challenge,”
what does that mean for
the rest of us

3. 3
Technology Has the Potential to Make
Tracking Clearer
In nearly every industry in every country, personnel are engaging with
technology more often. From email and company forums to messaging services
and apps, enterprise software is facilitating more conversations across more
avenues than ever before
What that means for performance management is that there’s a significant vein
of data available to tap to evaluate long-term progress. As everyone is enabled
to interact with more technology, online systems become easier to use and
maintain. This applies to both management and employees who are better able
to navigate through online forms with greater understanding supported by
intuitive tools embedded within the system.

4. 4
Problem Solving Through Modern Performance
Review Templates
Most of the outdated ranking processes are being replaced by a modern
set of performance review templates that promote consistent check-ins,
coaching on-the-go and collaboration. Companies that have thrown out old
practices are now empowered by the new technology available to employees
and managers during their daily routines.
This guide provides you with a look at ways Performance Check-In
Templates can be put into practice and set to use.

5. 5
Optimizing the Review Process with KPISOFT
Consistent processes make it easier for reviews to meet four of the key pillars of strong
performance management: alignment, coaching, collaboration, and calibration.
Alignment is more than just streamlining the process. Review templates use multiple
metrics throughout the year, linking employees to Key Performance Indicators (KPIs)
relevant to the specific business goals and organizational strategies.
Coaching on-the-go through a digital review process ensures that physical barriers don’t
prevent the process from continuing.
Collaboration of the data using a centralized reporting system allows HR managers to
create a 10,000-foot view of their organization.
Calibration is essentially the ability to rank groups based on data, independent of the
individuals who take down that information. An easier, more effective review process is
possible even when there is turnover in all areas of management, thanks to a system
that maintains information and uses data to track goals, meaning there’s always a
reference point.

6. 6
Performance Management Done Right.
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