Chances are, there are still areas of your business which need to adapt to COVID-19 compliance regulations. More specifically, there are aspects of your workforce management that can be adjusted to better handle obstacles created by COVID-19 such as getting on the same page as other members of your workforce during heightened social distancing. When it comes to employee performance reviews, finding ways to bridge the gap between floor managers and site leadership with those carrying out evaluations is easier said than done.
Given the variety of experiences and obstacles currently being faced by your workforce, it is important to find a fair approach for evaluating employees’ performances and prioritizing their well-being at this time. Let’s explore a few tips for overseeing remote performance reviews and examine how using technology can assist you.
Best Practices for Remote Performance Reviews
Keeping up with performance reviews is paramount if you wish to boost employee morale and keep your workforce united in the months ahead. It strengthens company culture, cultivates opportunities for individuals to grow, and reinforces the value of your company directly. Perhaps that is why it is so important to continue prioritizing performance reviews regardless of setbacks created by COVID-19.
Consider the following tips for optimizing your process:
- Use an online system. Using remote-access HR tools such as an online performance management solution allows you to prioritize social distancing and fulfill employee assessments without having to share a worksite or coordinate meetups. Make sure to utilize these online options and engage workers with positive body language/tone since you aren’t able to talk through their performance in person.
- Adjust goals as needed. Many of the original objectives you would have set before the pandemic are likely irrelevant now. That’s why it’s a good idea to replace outdated goals and old success markers with new measurable targets like growth or the ability to acclimate to new circumstances.
- Offer actionable plans for struggling employees. One of the most difficult things about conducting performance reviews at this time is that you don’t have the same data to evaluate as you used to. This could result in unforeseen struggles coming to light or slip-ups getting addressed long after they’ve occurred. Rather than issue a warning, it may be best to offer a fixed period of time to improve. Focus on your company’s short-term and long-term goals in addition to the realistic ways each employee can adjust and succeed.
- Customize your practices. It can be easy to want to stick with what you know, but investing in alternative solutions is key to being able to influence the success of your operation and internal workforce management at this time. Consider changing the number of reviews you conduct each year (switching to semi-annual or quarterly evaluations may be optimal) or asking your employees what they need most out of employee performance reviews to best fulfill their roles.
Online Performance Management Technology
The right performance review technology can optimize the way you communicate with employees and manage their various strengths and weaknesses from afar. Luckily, EPAY Systems already has a solution crafted to benefit distributed workforces and manage various levels of social distancing.
Our performance management system makes it easy to create comprehensive, customized performance appraisals- including e-signatures, automatic notifications, unlimited job-specific templates, and a library of 300+ survey questions- and portals with which employees can easily check in and review feedback. We give you everything you need to ensure personalized, timely assessments no matter the distance.