4 Ways To Conduct Micro Performance Reviews For Impeccable Performance Management

By Author: entomo
Total Articles: 10
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A majority of managers feel that the traditional performance review process which is conducted once a year is ineffective and does not provide appropriate insights. So, they want to upgrade the process and review the performance frequently. In the modern working environment, it is the right approach to increase the performance and productivity of employees. It also boosts employees' engagement rate and decreases attrition.

Managers these days think that the organization should not only have the performance review process but a hi-tech performance management system that evaluates the whole process effectively.

So, they don’t rely much on annual performance appraisals and focus on micro performance reviews. The prime reason behind upgrading the process of performance reviews is the changing mindset of the workforce and hi-tech work culture.

For assisting managers in conducting performance reviews as per the current working nature, here are some of the best practices for conducting micro performance reviews.
Ways to conduct micro performance reviews to bridge performance and productivity gaps
Give ...
... 360-degree feedback
360 feedback is a process of giving suggestions that help employees in knowing their strengths and weaknesses. It is a multi-dimensional procedure in which primary managers, peers, and stakeholders take part in conveying their feedback about the employees’ performance that ultimately helps in the growth and development.

This process is also known as peer-to-peer review. It promotes a good relationship between team members and provides a better employee experience. When employees know that the company values their efforts and appreciates them for their performance, they feel more engaged and productive.
Conduct regular check-ins
Instead of focusing on yearly performance reviews and feedback, businesses are now showing an inclination towards frequent reviews and check-ins. It is because employees build mutual trust with each other when they connect frequently. Conducting one-on-one meetings weekly or monthly builds a better understanding and helps managers in easily identifying the productivity levels and skill gaps.

With regular feedback sessions, managers are well aware of every team member’s strengths and weaknesses. Hence, they can interfere and keep things on track when something or someone for the team falls apart. Employees can improve themselves with the feedback that they receive from their managers and deliver quality work timely.
Do frequent meetings
For making an ordinary team the highest-performing group in the organization, it is essential to conduct regular team meetings, gather inputs regarding goals from employees, and listen to each other's concerns.

One-on-one meetings are helpful for individuals’ growth, but regular meetings are beneficial for managers. It helps them to understand the issues within the team and address them in the best way possible. Resolving the problem as soon as possible will not lead to any disruption in the team and maintain productivity. These meetings also help managers in giving effective performance reviews after analyzing the skill gaps and strengths of the employees.
Using reliable performance management software
Performing administrative works manually was a great challenge in front of the companies. It was a time-consuming process and therefore, companies were bound to conduct annual performance reviews.

Nowadays, when micro performance reviews are the need for the hour, managers are trying every possible way to make it more efficient and smooth. Organizations around the world are using employee performance management systems like entomo to get AI-based insights, data-driven feedback, effective skill gap analysis, proper goal alignment, etc.

The online tools have made this complex task much easier and helped organizations in conducting regular and effective performance reviews. It has now become one of the mandatory tools that organizations must have to stay firm in this modern and competitive work environment.