Happy New Year!
Our organization relished a brilliant year that witnessed healthy employee retention scores and soaring performance results.
Various employee engagement initiatives, training programs, fun@work, and robust performance management system, introduced early on benefited our employees.
As we step into the new financial year, my only concern is how to keep the momentum going? With the plan and process of introducing a new set of goals and targets, we look forward to sustaining and building on all the good work that has been done so far.
Sincerely,
A happy and proactive HR
Dear happy and proactive HR,
Happy New Year!
Congratulations on achieving a fantastic year.
As you step into the new year with new goals and targets, it is inevitable to plan the journey even more cautiously.
Performance management is a continually evolving process.
It is essential for organizations to create robust performance management plans that can help employees grow and develop.
Here are a few strategies that can be revisited and updated to keep in check changing employee perceptions and performances:
Get all employees on the same page
Make sure to get on board both entry-level and senior-level employees to help them understand their roles and contributions in helping the organization meet its goals. It can be a repetitive process conducted in new ways.
Set Employee KPIs
Key performance indicators help employees access their progress and productivity. Setting metrics will not only aid in benchmarking performance but also support in identifying potential issues and will raise alarm bells when performance levels start slipping.
Organize training programs
Training should not end at onboarding. Ongoing training is critical for employees to stay motivated.
Continuous training with contextual learning is key to keeping employees refreshed with their goals and focused on how to achieve those.
Provide awards and recognitions
When goals are achieved, notify relevant leaders to identify and recognise their efforts. This is sure to create an impact on the employee’s performance over the long run. Recognising the efforts can get as creative as possible to motivate the employees.
Drive employee engagement
Analyze and redesign programs on L&D, fun@work and other employee engagement initiatives. In the current scenario of remote working, it is always the best idea to innovate tactics that help employees collaborate and stay engaged.
We must also constantly work on building an organizational environment that encourages introspection (looking within oneself collectively as an organization and individually as an employee), innovation and inclusiveness. Change is constant and these three I’s will help us stay tuned and connected with the change around us and ensure that we are on our toes without becoming complacent about our success.
Wishing you a successful brand new financial year ahead!
