Which Continuous Performance Management ‘Vehicle’ is Best for Your Organization?

Which Continuous Performance Management 'Vehicle' is Best for Your Organization?

Which Continuous Performance Management ‘Vehicle’ is Best for Your Organization?  

The challenge companies often have today is not finding a great software vendor to do business with, it’s finding tools that employees will actually use! I’ve talked with reference customers from all the major vendors, and they tell me the same things: yes, the product is good and it does what we want, but honestly our employees just don’t use it that much, so we are looking for new tools that really help employees get their daily work done.’ – Josh Bersin, HR Technology Researcher, A New Wave of HR Technology Consolidation Begins

How Most Continuous Performance Management Solutions Work (an Expensive Sports Car)

Today, most Continuous Performance Management solutions focus on integrating their tasks directly into the normal job workflow of managers and employees. Journaling and detailed tracking of progress against OKRs are examples of this deep integration. When fully embraced and utilized by managers and employees, these immersive activities maximize engagement with the Continuous Performance Management solution throughout the workday.

The problem is, in many industries and job functions, employees can’t access computers or smartphones to incorporate these tasks into their normal job workflow.1 Even when computing technologies are accessible for all managers and employees, there’s a very high risk that the large cultural shift required for an organization to fully embrace these deeply integrated tasks will fail, and managers and employees won’t use these solutions as a result.2 These solutions seek to maximize engagement, but the cost in terms of impact on job workflows is high.

Purchasing these solutions is expensive and risky. A short test drive is provided. After that, an annual contract with an entire year’s payments is required upfront to get started. Some solutions have a minimum price of $10,000/year or more, irrespective of the number of users. There are no refunds.

A good analogy for these solutions is an expensive sports car. While the vehicle can deliver excellent performance, few drivers have the skill or initiative to achieve it, so it’s rarely used.

A Different Approach to Continuous Performance Management (an Economical Crossover Sport Utility Vehicle)

All other features are irrelevant if a solution isn’t used regularly by managers and employees. This is why SnapEval is focused on maximizing simplicity and ease-of-use with minimal impact on job workflow. SnapEval is designed to be the ‘go to’ solution for organizations that currently have a manual, ineffective, or non-existent performance management process.

‘Snapshots’ of performance management feedback can be captured instantly and shared in seconds. Employees aren’t required to have access to smartphones, computers, or even have email access to receive feedback.1 Because the feedback snapshots are based on familiar concepts from classic annual reviews, the entire process is intuitive for both managers and employees. The cultural change to implement SnapEval is very small, so the risk of failure is minimal.2

The five guiding principles for SnapEval are:

  1. Maximize simplicity and ease-of-use with minimal impact on job workflows. Most managers and employees won’t use solutions that are complex, difficult to use, or interfere with normal job workflows. All other features are irrelevant if the solution isn’t used regularly.
  2. Maximize effectiveness consistent with principle #1. Enable actionable, goal/skill-aligned performance feedback to be captured instantly and shared when it’s most effective, with minimal impact on normal job workflows.
  3. Provide comprehensive feedback visibility and control for HR Professionals. HR Professionals need to be able to proactively coach managers and supervisors when necessary. They also need to protect the organization from legal risk.
  4. Minimize administrative tasks for managers and HR Professionals. Innovative design and automation are used to minimize administrative tasks.
  5. Ultra-affordable solution (50% to 80% less than alternatives) with no commitments and zero risk. Value to the customer should always be maximized, price should never be an issue, and customers should never be ‘locked-in’ with contracts or commitments.

SnapEval is inexpensive and zero risk. Rather than offering a limited test drive, SnapEval is completely free for up to 10 users, with all features enabled and no time limitation. For more than 10 users, SnapEval is only $2.25/user/month, billed monthly based on the actual monthly enrollment. There’s no contract or long-term commitment of any kind, and no upfront payment or minimum price.

A good analogy for SnapEval is an economical Crossover Sport Utility Vehicle. It’s simple and easy to operate, so most drivers have the skill and initiative to achieve excellent performance with the vehicle. Best of all, while ‘sporty,’ its utility means that it’s used frequently!

So which Continuous Performance Management ‘vehicle’ is the best fit for your organization, an Expensive Sports Car or an Economical Crossover SUV?

1See Continuous Performance Management: It’s Not Just for Knowledge and Office Workers!

2See Changing to a New Performance Management System = High Risk!

Most Continuous Performance Management Solutions based on Journaling, OKRs, etc.

SnapEval® Continuous Performance Management

Solution seeks to maximize:

Manager and employee engagement through tasks integrated with job workflows

Simplicity and ease-of-use with ‘snapshots’ of performance feedback that have minimal impact on job workflows

Training requirements for managers and employees:

Extensive

Minimal

Skill and initiative required for successful use by managers and employees:

High

Low

Access to technology (smartphones, computers or email) required for employees to receive feedback?

Yes

No

Cultural shift required for successful implementation:

High risk of failure

Very low risk of failure

Delivers timely, actionable feedback to employees?

Yes

Yes

Integrated Performance Summaries for optional Annual Reviews?

No

Yes

Test drive?

30-day trial

Free 10-user account. All features enabled. No time limit. Not trial software.

Price:

High

Very low (50% to 80% less than alternatives)

Payment:

A full year’s subscription must be paid up front. Often a minimum price of $10,000/year or more.

Monthly based on actual enrollment each month. No upfront costs of any kind. No minimum price.

Long-term commitment:

Yes, typically one year minimum

None

Capable of excellent results?

Yes

Yes

Analogous Vehicle:

Expensive Sports Car

Economical Crossover SUV

Most Continuous Performance Management Solutions based on Journaling, OKRs, etc.

Solution seeks to maximize:

Manager and employee engagement through tasks integrated with job workflows

SnapEval® Continuous Performance Management

Solution seeks to maximize:

Simplicity and ease-of-use with ‘snapshots’ of performance feedback that have minimal impact on job workflows

Most Continuous Performance Management Solutions based on Journaling, OKRs, etc.

Training requirements for managers and employees:

Extensive

SnapEval® Continuous Performance Management

Training requirements for managers and employees:

Minimal

Most Continuous Performance Management Solutions based on Journaling, OKRs, etc.

Skill and initiative required for successful use by managers and employees:

High

SnapEval® Continuous Performance Management

Skill and initiative required for successful use by managers and employees:

Low

Most Continuous Performance Management Solutions based on Journaling, OKRs, etc.

Access to technology (smartphones, computers or email) required for employees to receive feedback?

Yes

SnapEval® Continuous Performance Management

Access to technology (smartphones, computers or email) required for employees to receive feedback?

No

Most Continuous Performance Management Solutions based on Journaling, OKRs, etc.

Cultural shift required for successful implementation:

High risk of failure

SnapEval® Continuous Performance Management

Cultural shift required for successful implementation:

Very low risk of failure

Most Continuous Performance Management Solutions based on Journaling, OKRs, etc.

Delivers timely, actionable feedback to employees?

Yes

SnapEval® Continuous Performance Management

Delivers timely, actionable feedback to employees?

Yes

Most Continuous Performance Management Solutions based on Journaling, OKRs, etc.

Integrated Performance Summaries for optional Annual Reviews?

No

SnapEval® Continuous Performance Management

Integrated Performance Summaries for optional Annual Reviews?

Yes

Most Continuous Performance Management Solutions based on Journaling, OKRs, etc.

Test drive?

30-day trial

SnapEval® Continuous Performance Management

Test drive?

Free 10-user account. All features enabled. No time limit. Not trial software.

Most Continuous Performance Management Solutions based on Journaling, OKRs, etc.

Price:

High

SnapEval® Continuous Performance Management

Price:

Very low (50% to 80% less than alternatives)

Most Continuous Performance Management Solutions based on Journaling, OKRs, etc.

Payment:

A full year’s subscription must be paid up front. Often a minimum price of $10,000/year or more.

SnapEval® Continuous Performance Management

Payment:

Monthly based on actual enrollment each month. No upfront costs of any kind. No minimum price.

Most Continuous Performance Management Solutions based on Journaling, OKRs, etc.

Long-term commitment:

Yes, typically one year minimum

SnapEval® Continuous Performance Management

Long-term commitment:

None

Most Continuous Performance Management Solutions based on Journaling, OKRs, etc.

Capable of excellent results?

Yes

SnapEval® Continuous Performance Management

Capable of excellent results?

Yes

Most Continuous Performance Management Solutions based on Journaling, OKRs, etc.

Analogous Vehicle:

Expensive Sports Car

SnapEval® Continuous Performance Management

Analogous Vehicle:

Economical Crossover SUV

I’m David Yeaple, VP of Business Development and Product Management at SnapEval, LLC. I’d love to get your feedback about this blog, our solutions, or anything else related to employee performance management. You can reach me at dyeaple@SnapEval.com or +1 585-414-5000.

Shattering Continuous Performance Management Myths

Shattering Continuous Performance Management Myths

Shattering Continuous Performance Management Myths  

Many organizations are investigating Continuous Performance Management as a process to provide their employees with frequent feedback about their performance. Because it’s a relatively new approach to Performance Management, myths about selecting and implementing a Continuous Performance Management solution abound. Here are five Continuous Performance Management myths that need to be shattered!

Myth #1: Implementing a Continuous Performance Management solution always requires a risky cultural transformation.

Shattered! Just like there are different flavors of ice cream, there are also different types of Continuous Performance Management solutions. The type of solution selected and the organization’s current culture will determine how much cultural change (if any) is required.

Ideally, an organization’s culture should support the organization’s objectives. If it doesn’t, then a cultural transformation initiative is called for. But be forewarned, cultural transformation is very difficult, risky, and fails about 70% of the time!1

For this reason, it’s important to select a Continuous Performance Management solution that fits the culture and workflow needs of the organization, rather than attempting to re-engineer an organization’s culture simply to implement Continuous Performance Management.

An ideal Continuous Performance Management solution should support an organization’s real work environment and optimal job workflows. Here are a few questions to ask when evaluating solutions:

  • Are managers the only ones with access to computers and/or smartphones, or can employees also use them while on the job?
  • Does management want to track employee progress against quantitative goals and objectives, or is capturing performance with the familiar elements of goals, achievement levels, and feedback details as used in traditional performance appraisals preferable?
  • Would frequently tracking progress against goals and tracking results negatively impact normal job workflows for managers and/or employees?

Continuous Performance Management solutions based on OKRs (Objectives and Key Results) may be a good fit for organizations that want to:

  • Track employee progress against quantitative goals and objectives
  • Integrate frequent goal setting and tracking deeply into manager and employee workflows

A requirement for OKRs is that all managers and employees have access to smartphones and/or computers. For most organizations, implementation of Continuous Performance Management solutions based on OKRs requires a large cultural transformation.

Continuous Performance Management solutions based on easy-to-capture ‘feedback snapshots’ using the familiar elements of goalsachievement levels, and feedback details are a good fit for organizations that want minimal impact on existing manager and employee workflows. Some of these solutions can support organizations where employees don’t have access to smartphones or computers. Because this type of Continuous Performance Management typically requires little or no cultural transformation, it’s very low risk to implement.

No matter what type of Continuous Performance Management solution is selected, it’s critical that the process and technology to capture and share ongoing feedback is extremely simple, easy to use, and fast. If it’s not, managers and employees won’t use it, and the implementation will fail.

The SnapEval mobile app and web portal enables managers to capture ‘Feedback Snapshots’ using the same goalsachievement levels, and feedback details elements as used in traditional Employee Performance Appraisals. Managers can aggregate these individual Feedback Snapshots into ‘Performance Summaries’ for their assigned employees. A Performance Summary is identical to a traditional Employee Performance Appraisal in structure, except that it also includes these selected Feedback Snapshots. HR Professionals have comprehensive visibility to and control of Feedback Snapshots and Performance Summaries in the SnapEval web portal dashboard.  

Traditional Employee Performance Appraisal
'Feedback Snapshot' Capturing Goals, Achievement Level, and Feedback Details Using the SnapEval Mobile App
Myth #1 Always Requires a Risky Cultural Transformation

Myth #2: Continuous Performance Management always replaces annual reviews.

Shattered again! Many organizations continue to use quarterly, semi-annual, and/or annual performance appraisals in conjunction with the ongoing feedback enabled by Continuous Performance Management. These appraisals are the formal documentation used for merit-based pay increases, promotions, and other purposes.

The key is that some Continuous Performance Management solutions are more compatible with these traditional formal review methods than others. Solutions that enable managers to aggregate ‘feedback snapshots’ based on the familiar elements of goalsachievement levels, and feedback details into quarterly, semi-annual, or annual summaries are the most compatible with traditional performance reviews.

Myth #2 Always Replaces Annual Reviews

Myth #3: Continuous Performance Management only works in large organizations.

Shattered! Just like payroll and other software products, different Continuous Performance Management solutions are also optimized for large, mid-sized, or small organizations.

If your organization is large, you’ll want a product with the features and options to accommodate the complexity of your organization’s scale.

If your organization is mid-sized or small, selecting a product that’s designed for your organization’s size will minimize unnecessary costs, configuration, and ongoing administration. 

Myth #3 Only Works in Large Organizations

Myth #4: It’s always best to introduce Continuous Performance Management after the completion of the organization’s current annual review cycle.

Also shattered! Deploying a Continuous Performance Management solution that is highly compatible with traditional performance reviews can be done anytime! The sooner the solution is deployed, the larger the amount of valuable feedback managers will have to incorporate into their next Quarterly, Semi-Annual, or Annual Performance Appraisals.

Myth #4 Always Best to Introduce After Current Annual Review Cycle

Myth #5: Continuous Performance Management solutions are always expensive with large upfront costs and long-term commitments.

Absolutely shattered! While it’s true that the majority of Continuous Performance Management solutions are expensive, with setup costs and contracts that require a full year’s subscription payment upfront, there are exceptions. Here’s what to look for:

A vendor that’s a true partner to your organization should bear 100% of the financial risk for a successful evaluation, pilot, and implementation of the technology. This means:

  • No upfront costs such as ‘startup’ or ‘configuration’ fees. The vendor should assist with configuration, without cost or obligation.
  • No commitments, such as an annual contract.
  • No 30-day limited trial period. You should be able to deploy the fully functional software to a pilot team for an unlimited period of time.
  • You should not be pressured into making a decision to deploy until you’re fully satisfied that the technology will support all areas within your organization.

Then, if you decide to proceed with a full-scale deployment, there should be absolutely no contract or requirement to pay for a year’s subscription upfront.

  • Aggressively-priced, full-featured Continuous Performance Management solutions cost as little as $2.25 per enrolled user per month.
  • You should only be charged monthly based on the actual number of users enrolled in the tool that month.
  • You should be allowed to cancel at any time and to take all of your data with you, without penalty.
Myth #5 Always Expensive

I hope that shattering these myths has helped you to rethink Continuous Performance Management for your organization.

I’m David Yeaple, VP of Business Development and Product Management at SnapEval, LLC. I’d love to get your feedback about this blog, our products, or anything else related to employee performance management. You can reach me at dyeaple@SnapEval.com or +1 585-414-5000.

1https://www.mckinsey.com/global-themes/leadership/changing-change-management

Push Notification Messages Deliver Urgent Communications

Push Notification Messages

Push Notification Messages Deliver Urgent Communications  

Everyone with a smartphone is familiar with the push notification messages delivered by apps to inform and remind the user about important and timely information. You’ve probably experienced them yourself if you have a smartphone with a weather or news app installed. Research shows that push notifications are highly effective in engaging smartphone users when the message content is relevant and timely for the user.

Push notification messages can also be a powerful communications tool within an organization. Effective push notification messages for an entire organization can include facility closures due to inclement weather, “Rochester, NY offices are closing at 3:00 pm due to snow.” or a reminder to attend a company-wide event, “The corporate luncheon starts in 15 minutes.” Push notification messages to a group or individual can be even more tailored such as, “Please remember to prepare for tomorrow’s department meeting.”

We are excited to announce that SnapEval now enables HR Professionals and other Senior Leaders to send customized push notification messages to their organization’s employees. Each message can be up to 250 characters in length and is accompanied by an email with the same message content to the individuals targeted for the notification. The email provides a permanent record of the notification and communication to any individuals that don’t have the SnapEval mobile app installed or push notifications enabled on their smartphone.

SnapEval enables push notification messages to be targeted to a specific individual or to collections of individuals based on their SnapEval role or group enrollment. SnapEval roles include Organization Administrators, Group Administrators, Managers, and all Users. SnapEval groups are configured specific to each organization, but typical groups include collections of individuals by department, team, or job function.

SnapEval Organization Administrators (typically HR Professionals and other Senior Leaders) can send push notification messages to any role, group or individual. SnapEval Group Administrators (often department heads and team leaders) can send push notification messages to all members of any of their assigned group(s).

SnapEval’s new push notification message capability also automatically notifies employees when they receive performance feedback. We will soon be adding additional automated push notification message support for other SnapEval actions!

For more information, we’ve posted a video How to Create SnapEval Push Notification Messages that shows how to use SnapEval’s customized push notification features with your team.

I’m David Yeaple, VP of Business Development and Product Management at SnapEval, LLC. I’d love to get your feedback about this blog, our products, or anything else related to employee performance management. You can reach me at dyeaple@SnapEval.com or +1 585-414-5000.

Changing to a New Performance Management System = High Risk!

No Risk Performance Management System

Caution: Changing to a New Performance Management System is High Risk! How to Make it Work.  

About 70% of change initiatives fail, mostly due to employee resistance and lack of managerial support

 
 
Problems with traditional annual reviews and the search for a better approach

Most managers and employees are familiar with annual performance appraisal forms and reviews used in a traditional performance management system. However, the shortcomings of using annual performance reviews alone for employee performance feedback are well documented and include:

  • Inability to provide employees with timely feedback
  • Difficulty in accurately documenting an employee’s performance over the prior year

As a result, many organizations are exploring alternative performance management approaches with frequent or ongoing feedback to improve or entirely replace annual reviews.

For organizations using traditional annual reviews, or no performance management system, most of these alternative performance management systems introduce radically different approaches to capturing and sharing employee performance feedback. Some of these include detailed journaling, activity logging, responding frequently to system-generated questions, and direct feedback from peers.

These alternative approaches can impact managers’ and employees’ job workflows, significantly increase overhead, and introduce major changes to an organization’s culture.

 
 
High risk: Shifting corporate culture to deploy a new performance management system

Implementing an ongoing performance management system with a radically different approach to capturing and sharing employee performance feedback requires most organizations to make a large cultural shift.

It is well documented that changing an organization’s culture is extremely difficult. A McKinsey & Company study1 found that 70% of change initiatives fail and that the primary reasons for failure are employee resistance (39%) and lack of managerial support (33%). Similarly, a Towers Watson study2 found that only 25% of change management initiatives are successful in achieving long-term, sustaining gains.

Unfortunately, a 25% to 30% chance of successfully shifting an organization’s culture to adopt a radically different approach to performance management isn’t very encouraging for the organization, Senior Leadership, or an HR Professional’s career. Failure in this attempt would also make future consideration of an alternate performance management system even more problematic. Adding the time and cost for planning, implementing, and training – it’s very hard to justify taking this risk!

 
 
Low Risk: Minimize the initial cultural shift for ongoing feedback

A better approach is to deploy a performance management solution that provides all the benefits of frequent or ongoing feedback but doesn’t require a large shift in the organization’s culture – even for organizations starting with traditional or nonexistent performance management processes. This minimizes the cultural change risk as well as the cost for planning, implementing, and training.

The classic performance appraisal form (see Image 1) and its core elements of Goal Areas, Achievement Levels, and qualitative Feedback Details about employee performance are familiar to most managers and employees. The appraisal summarizes an employee’s performance over an extended period of time.

Image 1 - Classic Performance Appraisal Showing Goal Areas, Achievement Levals, and Feedback Details

 

 

 

By deconstructing the classic performance appraisal into performance feedback ‘snapshots,’ (we call them ‘Evals’ as shown in Image 2) each of which has a Goal Area, an Achievement Level, and a text note with Feedback Details, managers and employees can enjoy the benefits of ongoing or frequent performance feedback without introducing a large shift in the organization’s culture.

Image 2 - SnapEval App "Eval" Capture of Goal Areas, Achievement Levals, and Feedback Details

What are some of the benefits of capturing and sharing feedback as Evals?

  • Evals are intuitive for managers and employees because they are already familiar with Goal Areas, Achievement Levels and Feedback Details text notes used throughout traditional annual review forms. This minimizes training and the potential for cultural resistance in the organization when implementing ongoing feedback.
  • An Eval can be captured and shared in seconds. Smartphones and a mobile app with voice to text support enables feedback to be captured and shared instantly, at any place and time. Because feedback is instantly captured at the time that employee performance is observed or thought of, it’s most accurate and isn’t forgotten.
  • Each Eval can be shared immediately when it’s captured (perfect for a quick thank you or acknowledgement), or sharing can be deferred to a future point in time (most appropriate for developmental or complex feedback that should first be discussed in-person).
  • An Eval’s Goal Area can be an organization-wide goal or value; or a cascading department, team, job function, or individual goal.
  • Evals can be captured and shared with each employee from their first day of employment. No more waiting weeks or months for feedback as a new employee.
  • Evals universally support employees in all job functions (knowledge, office, and manual workers) and across all industries. Employees do not need to have access to computing technologies or email to receive performance feedback.
  • Evals don’t interrupt normal job workflows with frequent system-generated questions, or increase their workloads with burdensome journaling or activity logging.
  • Evals are a complete solution for eliminating or improving annual reviews with ongoing feedback. Managers can easily aggregate individual Evals into performance summary reports that accurately reflect an employee’s performance over time.
  • Evals provide HR Professionals with real-time, comprehensive visibility and access to performance levels and trends across the organization.
  • Evals provide critically important documentation for HR Professionals in the event of a wrongful termination lawsuit or EEOC action.
  • Inappropriate language filters automatically reject this content before it is incorporated into an Eval. The feedback creator and HR Professionals are notified about the rejected content.
  • Based on criteria configured by an organization’s HR Professional, Evals with potentially problematic feedback can automatically be queued for review and approval, so an HR Professional can proactively coach managers about the most effective ways to construct and deliver feedback before the employee receives it.
  • Eval change audit logs and integrated reporting provide HR Professionals with access to all edits and updates to each Eval, and even access to all deleted Evals.
  • Advanced features such as 360 degree feedback, team feedback and external feedback can each be enabled incrementally, if and when desired. Advanced features can also easily be disabled incrementally. This enables very low risk, incremental cultural change over time!

Rather than attempting high risk cultural change by implementing a radically different approach to a performance management system, why not try an ultra-low risk Evals-based approach by signing up for a FREE SnapEval account for your team?

I’m David Yeaple, VP of Business Development and Product Management at SnapEval, LLC. I’d love to get your feedback about this blog, our products, or anything else related to employee performance management. You can reach me at dyeaple@SnapEval.com or +1 585-414-5000.

1AIPMM (2013, September 27). 70% of Transformation Programs Fail – McKinsey. Retrieved from https://www.slideshare.net/aipmm/70-26633757. Slide 11

2Towers Watson (2013, August 29). Only One-Quarter of Employers Are Sustaining Gains From Change Management Initiatives, Towers Watson Survey Finds. Retrieved from https://www.towerswatson.com/en/Press/2013/08/Only-One-Quarter-of-Employers-Are-Sustaining-Gains-From-Change-Management.

Continuous Performance Management: It’s Not Just for Knowledge and Office Workers!

Employers and 56 million U.S. workers aren’t benefitting from Continuous Performance Management.  

As of January 2017, the U.S. Bureau of Labor Statistics reports that there are almost 56 million workers whose jobs involve providing services and performing manual tasks.

These occupations include service; production; transportation; material moving; installation, maintenance and repair; and construction and extraction. They are classified as “Manual Workers” by the Bureau of Labor Statistics.

Manual Workers are 37% of the total workforce, while the combination of “Knowledge Workers” and “Office Workers” are the remaining 63% of the 150 million non-farm workers.

56 Million US Manual Workers
Check-in Meeting

‘Continuous Performance Management’ is quickly gaining popularity as the term used to describe the process of augmenting or replacing traditional annual performance reviews with frequent manager-employee ‘check-in’ meetings about goals and performance.

Over the past three years, numerous articles and research papers have been published about organizations such as Adobe, Accenture, Deloitte, and Cisco transitioning to Continuous Performance Management.

These documented Continuous Performance Management initiatives have focused almost exclusively on Knowledge and Office Workers rather than Manual Workers. They underscore the benefits that have been realized from this transition including:

  • Increasing employee engagement and performance
  • Satisfying millennials’ desire for frequent feedback
  • Improving organizational agility.

Organizations employing Manual Workers have additional incentives to implement Continuous Performance Management.

Turnover rates for Manual Workers generally far exceed turnover rates for Knowledge and Office Workers.

For example, food service and construction worker turnover rates can approach or exceed 100%, meaning a worker typically stays in a job for a year or less.

Waitress

Turnover rates for managers, professionals, and office workers are generally in the range of 25% to 50%.

Among other problems, high worker turnover rates elevate an organization’s costs for recruiting and training replacement employees, and increase the organization’s exposure to potential legal action resulting from the separation by former employees.

Service Technician

Continuous Performance Management can help in two ways:

  • By increasing employee engagement through frequent manager-employee check-in meetings, Continuous Performance Management can help reduce the turnover rate for all employees in an organization, including Manual Workers.
  • Because Continuous Performance Management requires employee performance feedback to be captured on an on-going basis in support of frequent check-in meetings, the organization automatically has documentation that can help to minimize the risk of legal action by former employees when separations do occur.

Despite the obvious benefits, today virtually all commercial Continuous Performance Management products focus exclusively on Knowledge and Office workers, and never on the 56 million Manual Workers. Why is this?

 

Technology Access: Nearly all commercial Continuous Performance Management products are designed around the worker having access to computing technology such as laptops, smartphones and even email. Organizations often don’t equip Manual Workers with laptops, tablets or smartphones. In fact, access to laptops and smartphones may be limited or entirely prohibited during work hours. Many organizations also do not provide corporate email accounts to Manual Workers, and they would not utilize a worker’s personal email account for work-related communications such as performance feedback.
Mobile Workers Don't Have Access to Computing Technology
Construction Worker
Self-Reporting Requirements: Many Continuous Performance Management products presume that the worker is familiar and comfortable with recording their own progress against goals. While this approach may work for managers, professionals and office workers, it’s doubtful that construction, production, maintenance or service workers will find this to be a natural part of their job responsibilities.
Automated Feedback Response Prompts: Many Continuous Performance Feedback products are built around mechanisms that push pulse surveys, end-of-period surveys, and ad hoc feedback prompts to the worker via tags and word clouds. At best, it’s challenging for ‘canned’ surveys and feedback prompts to effectively elicit self-feedback from knowledge and office workers. Presuming they have access to computing technology, it’s even more difficult to get Manual Workers to respond to the same canned surveys and feedback prompts designed for Knowledge and Office workers.
Survey Checklist

Automated Coaching: Many Continuous Performance Management products coach managers with online assessments, help and tools to help with difficult conversations, personality assessments and leadership. It’s difficult for ‘canned’ assessments and tools to effectively coach managers given the diversity of issues that they’re faced with when providing feedback, some of which is specific to the organization or the Manual Worker’s job function.

High Cost and Long-Term Commitments: Many Continuous Performance Management products have setup and configuration fees, require contracts with minimum annual costs, and are simply too expensive for cost-conscious organizations.

Can Continuous Performance Management be implemented in organizations with Manual Workers?

 

Yes. Properly designed, a state-of-the-art Continuous Performance Management solution can fully support Manual Workers, in addition to Office and Knowledge Workers.

Technology Access and Feedback Capture: In a state-of-the-art Continuous Performance Management solution, Manual Workers aren’t required to access any computing technology or have email accounts to be enrolled into the solution. Instead, supervisors are equipped to instantly capture ‘snapshots’ of performance feedback for workers at any time or place with a mobile app on a smartphone or any web-enabled device. With voice dictation support and a streamlined mobile app workflow, it only takes seconds to capture feedback.

Rather than using canned surveys or prompts to elicit feedback, supervisors are guided to capture feedback based on the worker’s goal areas. This develops a comprehensive view of the employee’s performance and development over time.

Because feedback is captured instantly at the time that the performance is observed or thought of, it’s most accurate and isn’t forgotten. The feedback snapshots are used as the basis for the frequent manager-employee check-in meetings that are the cornerstone of Continuous Performance Management.

Coaching: Rather than offering ‘canned’ advice to supervisors, a state-of-the-art Continuous Performance Management solution engages an organization’s own HR Professional by automatically queuing feedback for his or her review, editing, and approval or rejection. This allows the HR Professional to proactively coach managers with expert advice when necessary. By enabling the HR Professional to define the criteria that triggers the feedback to automatically be queued, only feedback that has the potential to be problematic is reviewed. This coaching occurs proactively, before the feedback is shared with the employee.

HR Professional Coaching Managers to Maximize Feedback Effectiveness

FREE or ultra-competitive cost, no setup fees, and no annual contracts: A state-of-the-art Continuous Performance Management solution is completely FREE for teams of up to 10 members (with all features enabled and no time limitation), is less than 8¢ per employee per day for larger teams or entire organizations, and has no setup fees or annual contracts.

Delivering a Continuous Performance Management solution that supports Manual Workers isn’t a theoretical exercise at SnapEval. For example, numerous organizations use SnapEval with workers providing services such as commercial grounds keeping and snow removal. In addition to supporting Manual Workers, SnapEval is also used extensively with Knowledge and Office Workers.

Now that you know more about SnapEval, why not sign up for a FREE account for your team?

I’m David Yeaple, VP of Business Development and Product Management at SnapEval, LLC. I’d love to get your feedback about this blog, our products, or anything else related to employee performance management. You can reach me at dyeaple@SnapEval.com or +1 585-414-5000.