We spent the first half of 2016, visiting established enterprises in Baking and Financial services, IT, Multinationals to many others. In many of these fast growing companies, the hot button topic people wanted to discuss was Employee Performance Management.
We’ve witnessed how performance management was discussed during the last year in HR blogs and research papers. Based on this identification, we wrote about the future of performance management in our blog posts. We discussed how annual performance reviews will get redundant. The traditional way of conducting the performance review based on a superior and employee conversation will no longer add value to an employee.
We discussed the adoption of instant & constructive feedback, employee recognition, improving the experience of a performance review in the future. As almost every company we visited are starting to capitalize on this core aspect of HR, we believe the new wave of performance management we predicted will crest faster in the years to come.
We’ve seen how the management thinking is shifting towards a strategic arena with performance management. CXOs, HR leaders are now more concerned over improving employee engagement and motivation which would ultimately result in better performance. How do these professionals require performance management to improve? We will narrow this entire list down to 3 aspects, which would be mandatory in future performance management software solutions.
