It’s Time To Consider The Whole Person During Performance Evaluation

10th May - 2019

Visualise this…You are a HR professional frustrated with being presented with a lot of piecemeal information.  You are responsible for managing an engagement survey once a year, a pulse survey every few months, the talent and succession process, the pay review and the performance management process, amongst many other competing priorities. By the time you come to conduct a performance evaluation, the amount of scattered information available to you can feel overwhelming. We believe that performance evaluations should be informed by far smarter data that provides a holistic view of the individual.

How Do You Currently Gather Information For A Performance Evaluation?

The engagement survey is one set of data that can be very useful but do you use it in the right way? Separately, the pulse survey is a good check-in to see the level of engagement at a point in time, and the performance management process is separate to these again.

The question for us is how do all these bits and pieces of  data serve your organisation? Does it noticeably improve performance and engagement levels? Where have you considered how the employee is actually feeling on a day to day basis?

We know that having all this data is great, but it doesn’t necessarily add value to the bottom line. It doesn’t consider employee wellbeing in any shape or form and forgets about the linkage between any of these separate pieces of information. Without that link, how can any performance evaluation get to the heart of an individual’s experience and decide on next steps to make an effective change?

Considering The Whole Person During Performance Evaluation

Getting to know the whole person is hugely important. You need to find a way to tap into an employee’s wellbeing as well as their engagement and tangible performance outcomes. This is the key to promoting improvements in the entire organisation’s performance. Imagine being able to have performance, engagement and wellbeing data for your team and employees in front of you at any time.

We need to change our mindset as HR professionals with how we look at performance, engagement and employee wellbeing. We cannot continue to run separate surveys once a year or a few times a year.  We need to be smarter and consider how to embrace the whole person view in our organisations. We no longer should accept anything less.

Yoomi can take your performance evaluations to the next level. It conveniently packages employee performance, employee engagement and employee wellbeing data all in one place. Easy to use on both mobile and desktop, it allows you to tap into your employee’s emotions all year round, not just when a performance evaluation is coming up. That means you can directly attribute shifts in an employee’s emotions to changes in their performance and engagement levels.

It doesn’t just focus on the here and now though. A huge part of a performance evaluation involves thinking about the future, setting goals and such like. With Yoomi, you’re always thinking about the future because you’re trying to understand the whole person, and that means knowing how they’re feeling about the weeks ahead as well as right now.

 

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