Analytics are slowly starting to seep their way into various fields. Though they have been an integral part to in industries like technology, energy, engineering, even sports, we’re now starting to see math play an integral role in how we handle people.
“People analytics” is taking the HR world by storm.
Corporations are reinventing HR as “People Operations” departments and utilizing big data and analytics to encourage workers to be more productive while being able to balance their lives and have a fulfilling life outside the office.
The difficult process is the employee review process after the fact. As balancing the metric, performance, tenure, and any other numbers with individuals’ needs and wants. Innovation and productivity appear to be at all time highs, retention rates are becoming a major problem.
As an enterprise, you have to make sure that personnel reviews and all the outcomes that come from them not only better your staff but create more opportunities for others to want to come in and contribute.
What To Look For In A Personnel Review
A performance review, or any kind of review really, isn’t necessarily fun or exciting for workers. However, it’s still a big part of how companies operate in North America.
When going into a personnel review, it’s important as a manager to have employee and department key performance indicators on hand. No matter what, the numbers matter, but they might not reveal all aspects of what is going on.
Like an investigative journalist, or documentarian, try and get a consensus or unanimous agreement on why something failed or worked from the individuals involved. Obtaining feedback like this can be done on a continual basis, and annotated.
Some technologies and applications even have note and reminder systems set up in-app.
This not only makes it easier for individuals to back their statements during personnel reviews, but it makes it easier on management to have an understanding of what’s truly going on within the organization.
Creating that kind of transparency, especially in traditional style companies, allows for everyone to have the knowledge of what’s going on. It also makes it easier on employees to back their performance throughout the time period that they’re being asked about.
If you’re going to make any decisions based off of a personnel review, whether it is firing someone, slashing a budget, giving raises, giving promotions, and so on. Have management view it in the same fashion as an investor would. Think out all the opportunities, and all the misses, and see what can be done to strengthen the strengths, and if the weak points are worth salvaging.
In niche markets, a company has to play to their strengths. So look at is similar to having departments being a microcosm of what businesses look like. If they’re performing well: Why? And how can it be done better? If not: Why? And why isn’t it doing better.
Start this train of thought at a department level and trickle it down to individuals in order to make the smartest decisions during an employer review.
The last tid bit is an unquantifiable objective. Finding out if there’s still more room for growth or potential that hasn’t been tapped, yet.
Times change. People change. There’s no way to foresee how an employee, or department, can grow. Too many circumstances and factors can determine if a person, or team, has hit the peak of their professional and personal growth.
However, if you are a believer in Albert Einstein and you believe in the quote:
You should believe that people (or teams) have never fully hit their potential and that they can only get better with age.
Obtain Constructive Feedback via Anonymous Surveys
During an employer personnel review, you’ll need both quantifiable and quality data. Data and numbers are great, but having written questionnaires allow for management to have a deeper understanding of some issues.
There are a lot of great companies that have great organizational questionnaire and pulse survey technology out there, that a manager can use in order to get a quick response to a question their employees may have.
With little overhead and ease of use, it can be extremely beneficial to start up a survey.
Yet there are certain things that can’t be captured from just a survey. Crowdsourcing ideas for organizational improvement guarantee that that innovation and ideas can always come out, even if they are from the unlikeliest of places.
Regardless of how you approach it, obtaining constant feedback from employees and departments allow you to grow in ways that you would have took way too long before. So invest in a feedback system, today.
Try Conducting An Employer Review
One of the beauties of the information highway that is the world wide web is the fact that a lot of information can be obtained if the research is done adequately. Social recruiting and optimizing job searches via search engine optimization and inbound marketing is something that didn’t exist before.
If an organization wants to be renowned as a top company, it’s important to obtain reviews from their current employees, have an exit survey, and also get reviewed by past employers.
One of the beauties of an employer review site like Glassdoor is that you’re able to see the aggregated, honest opinion of employees that have worked or currently work for the company. Though it may seem crazy for some, it is still a major part of social recruitment, and the betterment of the office.
There is no denying that it is a difficult task, but there is no denying that it is a useful task.
So if you’d like to see better results and get more out of your employees than going through a personnel review, ask for sincere and honest results. Even asking them to be anonymous can be a major key for making appropriate changes.
Ask The Right Evaluation Questions
Though employer reviews are great, and the sites that run them are wonderful for recruitment, there’s still a need to ask the right questions during questionnaires, reviews, and evaluations.
The sense of complacency in a traditional workplace exists because of the bureaucratic, complex, sycophant culture that we have been accustomed to. Yet, if managers ask the right questions instead of performance questions, they’ll be able to find the root of problems.
- Ask why are there weaknesses?
- What can be done better within the company?
- Are managers doing a good job?
- Can technology be optimized?
- What perks are the employees craving?
- Why do other company’s employees get better compensation?
They’re tough questions that have to be answered in a non-political fashion, that will allow people to see what’s going on within the company.
The sense of transparency leads to job satisfaction, employee engagement, and it shows organizational commitment from the employer. It shows that they care more about an employee and don’t look at them as a number and name. Which is all employees really want in the first place.
Obtain Info To Improve Job Performance & Organizational Commitment
Job performance is all tied into all the things that are mentioned. If people fear a personnel review, there’s a strong chance that it stems from having a poor company culture or a poor process.
Gathering all the information from the above means is important, but it’s also important to just hear people out and gather “observational data”.
The best HR managers are the ones that are actively walking around and hearing others out. The art of the one-on-one impromptu meeting is one that is difficult to master, especially for introverts. So having that one of a kind HR manager that is willing to set up new techniques and try revolutionary “people metrics” is the way to go.
The people analytics industry is heading in the right direction and there’s a reason it has a strong following and belief. Companies that invest in it show that they’re doing their part to ensure employee success and personal growth, but more importantly, they’re being wise enough to invest in the future.
Enhance Your Performance Standards, or KPI’s
Performance standards should not be determined by how the industry dictates it should be. In order to make your company the successful outlier of the industry set a big, fat, audacious goal.
However, the thing with goals is that they need to be realistic and attainable. The performance standard should be higher than the industry average, but have to be spread out and attained using realistic method.
Creating clear objectives that lead to your key result are great ways to make sure that you and your company are invested in accomplishing your goal. Focusing on core values and a good mission, and actually following through with it, let’s everyone in your office know that you’re for real.
And when people in your industry know that you’re dominant it makes it easier for your company to deal with recruitment, retention, high job satisfaction rates, and all other factors that an HR/People Ops department would have to deal with.
So focus on creating a goal-oriented employee review process, keep doing great things and reaching the results you’d want; and your company should be set for long-term success.
What Is Your Personnel Review Process?
How do you go about employee evaluations? Is it more analytic-driven, or is it more about the employee’s tenure, personality, or other factors?