Performance Management- Post Covid

In the new normal post COVID, when many transformation & disruptions are there, leaders can adopt more responsive & empathetic approach towards the employees who are trying to adapt digitization & work from home culture.

If your mind is silent, you don't need to wait for a new day or a New Year. Then, every moment is new for you. To make every moment new, you have to go in your self-reflection zone.

Once they have a good understanding of the nature of their target, their fears, weakness, sensitive points and what triggers them; they use it to provoke, nurture or further the negative states in the other person while coming across as someone who is with you not against you.

Employees should not be considered as a cost or should not be treated as a number. Companies need emotional psychological commitment of employees in the forms of passion, commitment, willingness to go extra mile, and some also expect loyalty.

The use of technology in the performance management programs and systems is, therefore, the best way to manage and run an effective program in these testing times when remote working has become the order of the day.

The only way forward is to use the methodology like OKR as a key, design principles for PMS. One of the big challenge's organisations will face with such objective driven methods is the discussion around the need for support for employee to develop himself or herself.

We are committed in bringing maximum benefits and awards to our employees via continuing with increments, annual and mid-year elevations and recognition as per earlier plans. We continue our digital rewards and recognition program 'SPARK' to appreciate and recognize the efforts of its team members.

When we are talking of shorter time cycle for OKR based performance management systems, non-monetary rewards will play a big role along with a combination of instant and deferred compensation plans which will also aid retention of employees.