The days of reviewing what has happened in the past are long gone. In today's fast paced, "real-time information" age, employees NEED and WANT to know what's working and what's not as the work is happening so they can adapt and adjust to achieve results. Managers, team leads and employees need to be able to connect, share and give input ongoing, anytime, anywhere.
Commonly, goals are set at the beginning of the year and then never visited again until the end of the year. In the ever changing demands of business, goals need to be easily viewed, updated and tracked in order for employees to see the connection between the importance of their "everyday" work and the achievement of the organization's goals. Goals that are rigid and unchangeable and do not visibly link to the ongoing performance of the overall team or company, will quickly be forgotten by employees and managers alike.
By traditional standards, meetings are the main structure for providing updates, progress reports and task reminders for most projects. This means significant time can lapse, important actions can be forgotten and progress can be derailed in between scheduled project team meetings. For projects to run effectively and efficiently, teams need to be able to communicate quickly, update progress in real time, and provide ongoing input, reminders and encouragement to keep on track.
In a world of social networks and the ability to link to and check in with people around the world, the balance between social life and work life needs to be closely aligned. If connecting, updating and interacting with people within the work place is not as integrated as out of the workplace, it's easy for employees to lose interest, disengage and work in silos.
In most companies, performance management revolves around a singular review focused on past actions and behaviors. Most managers and employees dread the annual review process because it is time consuming, and they feel there is a disconnect between what is accomplished on a day to day basis which in turn, demotivates employees, even if they have been given favorable ratings and remarks. Additionally, most leaders feel that feedback given during the annual review process has little to no impact on the achievement of organizational goals.
The landscape of how people gather knowledge and information has changed dramatically and employees want to have on-demand access to resources, peer input or best practices in the moment they need it. Also, traditional structures of assigning training often create disconnects because there is no link between the learning activities and the tools that support coaching, development plans or feedback.