Our Clear Review team is here to show you how to adapt your performance management system to express your admiration and appreciation this Valentine’s Day!

Despite the ever-flexible nature of the workplace, most of us still spend eight hours a day at work, five days a week. If we are engaged employees, we commit ourselves to our goals, our roles and our companies. That’s a substantial relationship by anyone’s standards.

Like any relationship, the dedication and effort need to work both ways. Rather than taking your employees for granted, there are ways of using your performance management system to encourage your employees and to show them you’re all on the same team. Follow our tips and tricks below and you’ll be rewarded by faithful, loyal employees who will put in that extra mile for the years to come.

Be clear on company direction, priorities and values

No relationship is going to succeed if it doesn’t have a solid foundation. Everyone involved needs to have a good understanding of where things are going and what is important in the relationship. For an organisation, this all comes down to unified objectives, with transparency regarding organisational and company values.

Your company needs to be clear about its values and you need to incorporate these values into everyday work life. It’s important that you and your employees share these same values, whether they be honesty, innovation or creativity. These values will determine how an employee behaves and how they approach their objectives.

Similarly, a high degree of transparency is required with regards to company objectives and organisational goals. Employees need to know where the company is headed, what issues it is facing and how their roles factor into the overall direction of the business. This gives everyone a sense of purpose and unifies your employees, which is the cornerstone of a happy relationship.

Develop a mutual understanding regarding SMART objectives

Once an employee truly understands the direction and goals of a company, they are then able to carefully and diligently create their own SMART objectives by aligning them upwards. It was once the accepted strategy to trickle objectives down, but this system is generally accepted to be inefficient in a modern, busy working environment. Those at the top don’t always necessarily have an in-depth knowledge or understanding of what employees lower down the ladder deal with on a daily basis, so they aren’t in the best position to assign meaningful, constructive objectives.

However, if an employee understands what their company is trying to accomplish, understands how their role can influence and impact these goals and has a solid SMART objectives definition, they will be able to work with their manager to define their own SMART goals. This way, employees will have greater autonomy and receive a sense of independence and ownership over their work, which will leave them feeling far more enamoured of their trusting organisation.

Show your employees appreciation with your performance management system

If you took your significant other for granted and never expressed your thanks for the things they did or what they put up with, it’s unlikely the relationship would last long. Appreciation shouldn’t be reserved for Valentine’s Day or other special occasions; it should be something that is habitually delivered.

How recognised do your employees feel? When was the last time you gave them a heartfelt congratulations for their work, or a simple ‘thank you’ for their efforts? This is a critical performance management consideration that you shouldn’t overlook, particularly when you consider there are many cost-efficient ways of recognising employees. Even the smallest gestures can make a real difference to both performance and commitment levels.

Incorporate regular, meaningful one-to-ones

According to Psychology Today, communication is one of the seven keys to a successful long-term relationship. However, there are two things you need to remember with regards to communication. First of all, it needs to be regular — a decent, heartfelt conversation once a year just won’t cut it. Secondly, the content of your conversations count. These discussions need to be meaningful, and everyone involved needs to leave the conversation feeling uplifted and motivated.

Now that companies are abandoning annual appraisals for regular performance discussions, there is more of a focus on meaningful feedback and discussion, which is great for employee-manager relationships. If you are new to continuous performance management, it is understandable that you will need some guidelines on how to get started. This is why we at Clear Review have written a free eBook on how to adopt the latest performance management approaches.

Give employees what they deserve — quality employee appraisal software

Your employees are the most important part of your business. What would you do without them? They drive your company forward and, as such, they deserve technology that isn’t clunky or complicated. They should have access to effective employee appraisal software that is easy to use and that will make a long-lasting impact on their performance. This is where Clear Review performance management software can step in. We pride ourselves on simplicity and features that genuinely improve employee performance and engagement.

By investing in our software, you show your employees that you care about them and you are interested in improving as a team while enjoying a long, happy future together.

Clear Review HR performance review software is used by notable companies all over the world. We strive toward simplicity in all areas and we know that feature-rich, complicated systems can do more harm than good. To find out more, get in touch today and we’ll be happy to help you.