Second only to dismissing an employee, managers cite performance management, in the form of a performance appraisal, the task they dislike the most. This is understandable given that the process of performance appraisal, as traditionally practiced, is fundamentally flawed. The process can be hurtful and demeaning and one both managers and employees try to avoid.

The performance management system or process as we have known it, is flawed because it has looked at past performance without considering present and future performance requirements.  The time lag has always been a frustration for organisations as has the time it takes to conduct the performance appraisals.  We know of an organisation that calculated how many hours it in fact took to do performance management and the results were astounding.  The hours expended were far more than anyone thought.  These problems have become a burden for managers and employees and not something that either looks forward to doing.

Whether performance has actually improved has forever been a question for organisations.  It’s always been a question for organisations and HR but whether there has been accurate data available is debatable.   Rarely, if at all, does the traditional performance management process give you the outcome you want.  This leads to the need for organisations to consider looking at more than just performance to get the lasting results and outcomes they need.  There is a great desire for a fair and reasonable performance management system that is different to what has traditionally being done.

We know that organisations are moving to more regular check-ins, considering future performance expectations and having real time feedback.  These new changes are heading in the right direction but there is still more work to be done.  The fundamental concern here is that these changes are still only looking at performance.  We know what there is more to think about than just performance alone.

Never before have we really been able to see any true correlations between performance and employee engagement or employee wellbeing within one performance management system, until now.  Being able to understand how an employee is performing relative to how they are feeling and how engaged they are at one time, in an instant, is what we at Yoomi have done.  It’s more than just performance, it looking at the whole person.

Performance management needs to be more about creating strong manager – employee relationships and a work environment in which employees are enabled to perform to the best of their abilities.  There is a better way to carry out performance management and Yoomi is that better way.

At Yoomi we look at the whole person, to fully understand more about employees.  We want managers to have the information they need to have a meaningful and intelligent conversation with their employees, not just rely on performance management data.  We empower managers with information to have the right conversations to fully understand how an employee is performing relative to how the employee feels, how engaged they are and how they are as a whole.