Performance Management during a Pandemic

As many employees’ transition to working remotely and businesses realising they don’t need brick and mortar to actually run, a new challenge presents itself for managers and human resource management.

How do we manage the performance teams remotely? Obviously, the traditional way of employee performance management will have to change to suit the times. In the ‘’new normal’’ as many have described these times, how can HR and Managers effectively manage their employees and still maintain employee motivation and engagement remotely?

Performance management for work from home will need extra though to realign with the current situation businesses face today.

Here are a few tips:

1. Use the OKR instead of the MBO methodology for your performance management. Whilst both methodologies are remarkably similar, the OKR (Objective and Key Results) evolved from the MBO (Managed by Objectives), both frameworks focus on goal setting. However, the OKR helps define in a clearer way the following:
   1. Success will be defined
   2. What needs to be done to achieve the goals
   3. Key actions to take
   4. And what result will look like.

Given that teams are working virtually, the OKR is a better framework instead of the annual MBO.

2. Use SMARTEST Goals.

Including Ethics, Strategy and Tracking to our traditional SMART goals has become more than necessary.

Employees are more susceptible to ignoring ethical standards with remote working and keeping track and sight of company strategy. HR must ensure these extras are highlighted in goal settings.

3. Trust your employees to do the right thing.

Employees for years have argued for a better work life balance. That ideal world where we have a clear cut between time for work and family time. Before the Pandemic it was difficult to achieve, with the Pandemic it has now been completely wiped out. Work life balance is now non-existent as employees have offices set up in bedrooms, kitchens and every square inch of their homes working at all hours as the need arises.

HR and Managers will help by trusting their employees more rather than assuming a case of non-performance if they are non-responsive or not meeting deadlines.

Reality is that remote working is not as easy as we imagined