How Do Performance Management Systems Enable Organisations in Creating an Awesome Employee Experience?

By Merle Chen, Chief Talent Officer, The Lo & Behold Group

Merle Chen, Chief Talent Officer, The Lo & Behold Group

The operating business environment is one in which effervescent change and fluidity in industry definitions are to be expected as the new norm. However, this fluidity is accelerated by ongoing technological developments that are causing traditional industry boundaries and sectors to emerge, converge and diverge; creating new competitors, whilst shifting and reshaping significant parts of the economy.

Couple these technology influences with demographic shifts, changing social norms and attitudes towards work, the traditional employer-employee social contract is being challenged.

In the traditional Employer-Employee contract, employers played an almost patriarchal or matriarchal role in talent development; providing stability of employment and a career ladder of sorts.

Employers and employees must work as partners in career development. Performance management systems empower us to work towards this cultural shift

This has given way to one in which Employers and Employees are Partners in a career lattice where employees hold almost equal choice; owning their development and how they progress their careers, which could be in a series of lateral movements.

Yet, performance management and career development processes, systems and practices have been described most often by employees, as a black box.

In this context, the role of the Employer/organisation is to provide the overall architecture that gives rise to multiple pathways of success; a roadmap i.e. Core and Leadership development framework that articulates the core competencies required for success in a role - be it specialist or generalist, learning interventions to support development and a forward-thinking approach to talent mobility.

Enabling employees with on-the-go and consumer-grade UX access to HR services such as performance feedback, evaluation and appraisal results is the first step to improving transparency, enabling crucial conversations whilst empowering employees and managers with greater ownership of their career and development.

Whilst organisations provide the overall infrastructure, engagement and channels, employees are called upon to embrace an open mindset and pursue deepening of skills and expertise; enabled through available programs and initiatives.