Reinventing Ongoing Performance Management with Innovative Technology

Guest Contributorby Evelyn Watts | Posted | Performance Management

Reinventing Ongoing Performance Management with Innovative Technology

A good coach would never wait until the end of the season to give feedback to players. He or she would be talking to players about their performance regularly during practices and after games. So how does it make sense for managers to hold performance reviews with their employees only once a year?

It’s time to rethink annual performance reviews in light of more innovative approaches to performance management and the importance of regular one-on-one meetings. Why not build strong manager-employee relationships through frequent, two-way conversations that help boost engagement and performance?

One-on-one meeting conversation starters

Those conversations don’t have to be hard. Here are some simple questions that can help you kick off a great dialog:

  1. What is the most important thing we should be talking about?
  2. What have you been working on since we last spoke?
  3. What was most challenging about a recent project/experience?
  4. What isn’t working right yet in our organization?
  5. In which one area do you think the organization needs to develop most?

These conversations should happen at least once a month, but can happen as often as every one to two weeks if that works better for your business.

Make one-on-one meetings easier with Halogen 1:1 Exchange

Technology can make ongoing performance management easier. Check out this video to see how Halogen 1:1 Exchange can help managers and employees stay aligned, engaged and focused on achieving real-time performance outcomes.

Empower your managers to conduct one-on-one meetings with employees

Help your managers improve their game by giving them the tools they need to bring out the best in your employees. They can use Halogen 1:1 Exchange ™ to track and collaborate on goals and projects, exchange meaningful feedback, provide coaching, discuss career development opportunities, or any issue that matters, on a regular, ongoing basis.

Make 2016 the year you improve workplace communication and feedback and foster a results-driven performance culture.

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