Performance Management in the Covid-19 Era

The paradigm shift brought upon by Covid-19 has shaken every system in every industry across the globe to its very core. Companies and businesses are now scrambling to realign themselves to this massive shift. This is a first of a series of articles where will dive into the aspects of Performance Management in the Covid-19 era. In this article, we have tried to understand what this paradigm shift is and how working from home is impacting the HR functions of companies.

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Covid-19 has impacted both organizations and employees in different ways and it is imperative how both adjust to these changes and display their resilience. Organizations are now facing a new reality. They need to have perspectives on how business will be during post Covid times and need to learn to coexist with Covid, if that is required. Economy and business models need to be redefined as customer behavior has changed. Companies that can run their businesses with local elements will thrive. There is also a need to be able to visualize the big picture and keep an eye out for the next big business idea or the next set of disruptions.

When it comes to employees, they also need to reinvent themselves according to these paradigm shifts and quickly adapt themselves. A sense of fear and insecurity is bound to strike employees and their mental health and well being becomes very important. At the workplace, productivity has been redefined with aspects like digital maturity, agility, change management becoming crucial competencies for employees. They way productivity would be measured is also changing. New metrics and parameters will be tracked to measure productivity, and this will affect the way performance is managed. Employees must learn, unlearn and relearn skills and understand how the workplace/supply chain has changed.

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As traditional face to face contact is disrupted, people have been moved to a virtual setup. This poses many challenges/questions:

  • How to ensure that employees are happy, healthy & productive without the usual office contact?
  • How to make virtual collaboration and communication as easy as office interaction?
  • How can delegation be more effective?
  • Does giving feedback virtually has the same impact?
  • How to ensure that Managers trust their employees and are not worried about whether the employees are working or not?
  • How to manage work/life balance when working virtually?
  • How to identify and track the right productivity parameters?
  • How does the process of virtual performance management now look like?

Earlier the conversation around performance management used to be the movement from annual appraisals to regular check ins but now, virtual performance management has become the major concern. In the subsequent articles we will delve deeper into virtual performance management and its aspects and try to analyse how companies can be more effective in this process

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