Resolving challenges in employee performance tracking

Breaking Barriers: Resolving Challenges in Employee Performance Tracking

Today’s modern corporate landscape, where success hinges upon the collective efforts of a dedicated workforce, managers emerge as the guiding force propelling their teams forward. A critical aspect of this role is the meticulous tracking of employee performance, However, the path to effective performance tracking and assessment is not without obstacles, as managers encounter an array of challenges that demand innovative solutions.

While much has been said about the employee experience and the pressures they face under the microscope of performance evaluation, it is equally important to shed light on the other side of the coin. Managers, too, find themselves grappling with a host of complexities as they navigate the realm of employee performance tracking. With the advent of advanced analytics, artificial intelligence, and real-time data, managers now have an unprecedented wealth of information at their fingertips. This influx of technology has not only brought numerous benefits but has also presented managers with a unique set of challenges.

So, how can managers deal with the issues involved in employee performance tracking and assessment. Let’s take a closer look at these challenges and some solutions companies could deploy to ensure performance management success:

1. Rating Method :

Finding an equitable performance rating method poses a significant challenge in employee performance tracking. Many companies rely on the bell curve method, which places employees on a curve based on their performance.

Our Senior Advisor, Sudhir Kulkarni adds “While this system enables relative rating, this approach often fails to capture individual roles, challenges and value added by them to the organization in outputs. Equally worrisome is the force fitting of employees in the bell curve while staying neutral to the composition of the group being evaluated.”

Consequently, high-performing employees may be unfairly labeled as average in a group where the majority are high performers, leading to decreased morale, potentially impacting productivity and worse their engagement and retention.

To address this challenge, implementing a comprehensive performance review system is crucial. Such a system should account for the unique contributions of each employee, objectively. By incorporating feedback, managers can empower employees to unleash their full potential and foster a culture of continuous growth and development.

2. Objective Measurement :

Despite addressing the rating method challenge, organizations often struggle with unclear and inconsistent processes, leaving employees and managers unaware of how objectives and goals are to be defined and measured. As a result, assessments and ratings become unfair, leading to potential conflicts and a breakdown of trust between employees and managers.

To overcome this, organizations must prioritize the development of clear, consistent, and transparent performance management systems and processes. A comprehensive system should be established, clearly outlining the objectives, goals, and performance metrics that will be used to evaluate and track employees’ performance. Further it should be ensured that these processes are well-defined and not just communicated through regular training and education, but equally institutionalized throughout the organization, by imbibing in the Organization DNA.

3. Perceptions – a Barrier to Fair Tracking and Evaluation :

Sadly, only 23% of HR executives believe their performance management processes accurately reflect employee contributions. Managers face the challenge of overcoming their own biases and preconceived notions when evaluating and tracking employee performance. Commenting on the cause of this challenge, Sudhir Kulkarni explains, “These biases primarily emanate from impressions of ‘contributing employee’, based on past experience and not so much on current performance. Unconscious biases related to factors such as gender, age, race, or personal preferences, not to forget the recency factor, can cloud judgment and lead to unfair assessments.”

To address this, organizations must implement systems that provide employees with clear insights into how their performance is going to be evaluated and how it influences their career progression. Additionally, it is crucial to equip managers by helping them internalize the power of performance management apart from sensitizing them to potential biases they may hold, while providing tools and guidelines for objective and comprehensive tracking and evaluation.

4. Data Availability and Accuracy :

Managers often encounter challenges of availability and accuracy of data on employee performance. Inadequate access to timely and reliable information can hinder the evaluation process, potentially leading to subjective and unfair assessments. This may be partly on account of absence of a system to capture required data, in maintaining credible record of performance including critical incidence as relevant input for evaluation and providing feedback.

Performing regular scrutiny of availability and accuracy of the system for data capture ensures that the information used for performance tracking is up to date and reflects employees’ contributions. This real-time insight into results, milestones, challenges, and areas for improvement enables managers to jointly evolve remedial measures, provide valuable feedback that improves reflection and, and support creation of cogent individual development plans.

5. Time Discipline :

Performance evaluations allow managers and employees to learn from each other and strengthen the dyadic relationship. However, the timely and effective tracking and assessment of employee performance often take a backseat in the face of multiple managerial responsibilities. A McKinsey report states that a supervisor typically supervises 11 to 15 direct reports.

In the words of our Senior Advisor, Sudhir Kulkarni, “Even more germane is the value the Organizations place on Performance Review, Feedback, and Assessment. As they say, ‘what gets measured, gets done’. It is essential for leaders to prioritize and regularly check their managers’ compliance with Performance Management Systems (PMS) to ensure that targets are set, tracked, reviewed, assessed, and rewarded in a timely manner. Only when PMS is given the place of importance and pride it deserves can an organization truly stay on course and convey concern to its employees.”

In the realm of employee performance tracking, managers play a pivotal role in driving organizational success. Hence, to leverage the full potential of PMS, organizations must take proactive steps to ensure managers are aware of the significance of their role and are equipped to handle these challenges effectively. As managers navigate the complexities of employee performance tracking and assessment, organizations must provide them with the knowledge and tools to address the challenges they face. By fostering awareness, promoting a culture of feedback, and offering ongoing support, organizations enable managers to create an environment of continuous improvement, increased employee engagement, and organizational success.

Still, wondering how to best support and empower your managers? At NamanHR, we help organizations to create their Performance Management ecosystem with need analysis, streamlining their performance planning, designing tracking mechanisms, equipping them in conducting regular evaluations and aligning employees’ efforts with the organization’s goals. Through our service, we aim to empower employees, foster a culture of performance enablement, and seamlessly build mutual trust, and drive continuous improvement. To know more visit us:

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