Like, Share, Succeed: The Social Side of Performance Management
“And I can’t deny the fact that you like me. Right now, you like me!”
Who knew Sally Fields’ 1985 Academy Awards acceptance speech would still resonate in our modern society. Take, for instance, the fact that Instagram users hit the “like” button on posts over 4 billion times daily. It makes perfect sense that our society feels the necessity to be liked.
Instant feedback, recognition and opinion have become a collective way in which we feel connected—even accepted. Social media has created space for such “connectedness” in our society, but begs the question whether the same effect can successfully reside in the workforce?
What If Positive Reinforcement Could Improve Job Morale?
Imagine a workforce where receiving a “like” or “share” based on your performance existed. Imagine that those forms of engagement not only provided social acknowledgement from peers, but also a way for your employer to measure your personal goals and achievements. If such an environment existed, would an organization’s performance management have a better way of evaluating and assessing their employees?
The good news is that the vast majority of employees won’t have to imagine much longer. According to Forbes, the traditional method of performance management (i.e., annual review and goal-setting) is a thing of the past. The alternative performance management methods will become more prevalent and effective in today’s workforce. As a result, performance management becomes a collaborative effort; business leaders, HR staff and employees work together to find the most effective and efficient ways to achieve goals—for everyone involved.
And what if you could offer that possibility to your clients? Wouldn’t that be something prospects and current clients might be interested in?
Social Performance Management Enters the Mix
A social performance management (SPM) presence in the workforce can create a cohesive environment, both for employers and employees. For employees, it can be a measurement of personal goals and achievements within the company as well as enhancing team building through better communication, collaboration and feedback. Individuals have the power to share, like and comment on the pros and cons of their experiences from said company.
Director, Talent Management Solutions at PrismHR
“Unlocking the power of social performance management, where every ‘like’ and ‘share’ echoes recognition, fuels motivation and propels us towards collective success,” says Michele Lindsay, PrismHR’s director of Talent Management. “In this digital era, fostering a culture where positive reinforcement merges seamlessly with professional growth transforms not just workplaces, but lives as well.”
“Moreover,” she adds, “recent advancements in Performance Management technology are paving the way for seamless integration of social feedback into the review process, ensuring that recognition and encouragement are not just occasional gestures, but integral components of professional development and evaluation.”
As a Professional Employer Organization (PEO), you know the benefits this could offer in terms of employee culture. That said, you also know that not every company will want to offer this type of service. That’s why having a system that gives managers flexibility in what they can offer is so valuable.
3 Ways Social Performance Management Helps Improve Employee Engagement
A company that utilizes a social performance management strategy can boost employee engagement in the following ways:
1. Create a Collective Workspace
Humans are social creatures. By creating a collaborative environment, employees have the opportunity to exchange ideas, learn different work styles and share responsibilities.
2. Provide Instant Feedback
Employees no longer have to wait for their dreaded annual review; instead they can receive continuous communication from peers, staff and most importantly, upper-level management. When both employees and managers are receiving constant updates in real time—problems can be addressed immediately, and goals can be tracked more efficiently. (Hence, the allure of social media.)
3. Improve Overall Performance and Value
Working in a collective workspace and obtaining instant feedback allows those involved to feel valued. Instead of receiving a performance review once a year, employees and companies have a better method of evaluation through more transparent communication and feedback in a real-time manner.
Social engagement has allowed us to foresee a more effective way to communicate, evaluate, and recognize performance in the workforce. As the practice of social performance management advances, so will the understanding of employee recognition and its significance in enhancing performance.
Ready to unleash the power of social performance management?
Both PrismHR Performance Management and PrismHR Marketplace partner Clear Company’s Employee Engagement solution are robust systems designed to empower employees and managers.
These systems provide the insights your clients need to make informed decisions and foster a thriving work environment. Discover more about our Performance Management offerings today!