How to Reduce Performance Review Mistakes?

Talent management software can play an important role in eliminating performance review mistakes. Read on to find out how…

In this era of automation, conducting performance reviews manually is a tedious task, and can be a stressful event for both managers and employees. A bad performance review can have serious consequences as it might not only hurt the employees but have an effect on their morale and turnover too. A bad review can range from awkward conversations to pointless feedbacks. These days, employees have ample options to choose from. So if they do not find the right feedback and the proper development, they’ll leave for something good. This is the reason why so many companies are today depending on talent management software to manage the majority of employee performance reviews. Successful companies take their management tasks seriously. So they would even pay proper attention to the mistakes arising out of the inefficiencies that arise due to performance review errors. A talent management system can prove to be the right solution for companies in this situation to avoid performance review mistakes.

What is a Talent Management System?

A talent management system streamlines back-to-back employee development from hiring to exit interviews. It involves learning management, succession planning abilities, and applicant tracking. But the most popular feature is performance management that helps organizations to provide continuous and transparent feedback. It depends on companies for who they use a talent management system for. Some companies use the talent management system only for their top employees, while others use it for everyone in the organization. A talent management system has been highly successful in revolutionizing the way companies handle performance reviews of their employees and kick-start their productivity.

Performance review mistakes and their solution: Talent Management System

Here are a few, yet important mistakes that can occur while providing performance reviews and how a talent management system can help overcome all of those.

Inadequate feedback

Several organizations conduct employee performance reviews annually. But this outdated process can lead to a lot of problems. When managers give their feedback, they will focus only on what happened in the past few months and not throughout the entire year. This kind of feedback can feel like a lack of opportunity and recognition to enhance staff. Employees need to know how they are performing. They want to get more feedback than they are currently receiving.

A talent management system allows your organization to offer constant feedback, which signifies meaningful discussions between employees and managers about their performance. A talent management system consists of collaboration and communication tools for managers to categorize and give real-time feedback to employees. The solution will remind managers when reviews are due and keep notes and action points from previous discussions. Also, it offers HR visibility into who is receiving feedback from whom and how their conversation went.

Setting wrong goals

During the review, managers say how employees are performing against established goals or objectives. But what if these goals or objectives are irrelevant, static, and overly broad? Employees will start feeling that they are being measured against wrong benchmarks. For organizations to have efficient performance reviews staff need to set the right objectives that need to be in-line with the company mission, related to their skills and competencies and are adaptable based on changes in the business.

With the help of talent management software, employees can record their skills, competencies, and work with leaders to set objectives that are related to a specific backdrop. The solution also aids to arrange objectives into very easy to manage steps, so employees can have a clear path to success. The solution can also be used by employees and managers to compare goals to the organization’s objectives. When your employees are performing well or underperforming or when your business needs have changed, managers can work with their staff to update their objectives at any point in time.

Lack of objectivity

Performance reviews are only as good as the manager who gives them. If the reviewer isn’t prepared or objective, employees can feel unfairly judged. To be effective, performance should be well-documented. Managers can’t rely solely on their memory when giving feedback. This is also the cause of most errors in performance reviews.

Talent management systems offer a transparent way to set employee goals and benchmarks, track performance, and record previous reviews. Managers can use intuitive dashboards and analytics to show key performance indicators and progress over time. The software also has compliance protocols for documentation, reporting, and auditing. Features include version tracking and evidence collection, which means that performance reviews can’t be altered without people noticing.

Only one reviewer

The most common mistake in the performance review committed by a lot of companies is having only one reviewer for the entire organization. This creates tremendous pressure on that single reviewer and as a result, also increases the chances of review mistakes, one of them being the review affected by bias even if they aren’t conscious. In the worst cases, poorly conducted evaluations can turn into HR nightmares.

Feedback from multiple stakeholders — peers, subordinates, and other managers — is becoming more commonplace. Because peers work side-by-side and build closer relationships, they can call out behavior that they see each day. A talent management system can capture feedback from multiple stakeholders through online forms or a mobile app and automatically add it to the employee’s profile. Companies can then decide how much weight to give different groups or specific reviewers, especially if there are outliers.

No coaching and online training

Employees feel frustrated when they’re expected to perform at a certain level but not given the tools to reach it. Performance reviews where employees are told that they’re under-performing or not making progress may actually be an indication that the company lacks proper coaching and training. Employee improvement needs to be supported with proper guidance and the ability to learn new skills.

Managers can use a talent management system to identify employee skill gaps and recommend specific training that’s needed. And the platform often includes learning management software that companies can use to deliver training. Additionally, goal-setting may include actionable steps, but managers need to coach employees to help them actually get there. And the benefits of coaching aren’t just for employees. Talent management systems empower managers with automated coaching tools, links to on-demand coaching info, and workflows to track coaching activities. Some software gives managers coaching recommendations based on direct feedback from engagement surveys. Others can identify which manager will be the best coach for an employee and monitors the coaching process based on self-assessments and work experience.

A talent management system can help eliminate a lot of performance review mistakes and is a great addition to an organization in order to increase its productivity and reduce the employee turnover rate. So if you don’t have one already, get it right away!

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Suchismita Panda