Performance Evaluation During Pandemic

During this pandemic, it is already so hard to manage the workflows within the organization. Then, how can organizations possibly management employee performance appraisals?

Let’s find out!

As organizations aim to achieve a minimum loss of business and utmost productivity during the coronavirus outbreak, performance appraisals are definitely posing a bottleneck. The year-end situations and employee expectations are clashing and making it harder than ever for the whole HR team. Hence, to help you evaluate how you can manage performance appraisals during a pandemic, we have discussed various methods below.
Read on to understand how performance appraisals can be managed.

Why Performance Evaluations Are Conducted?

Every organization sets certain goals and performance bars for every employee of the organization. During the year-end, these goals and performance achievements are recognized and rewarded through performance appraisals.
In simple words, based on how each employee contributes to the overall progress, productivity, and effectiveness of the business, the HR team rewards employees at the end of the fiscal year.
This helps employees to grow and achieve better in their personal career graph. It also aids retention and improves employee satisfaction.
Unfortunately, this year, the performance appraisals are clashing with the coronavirus outbreak. This means not only companies are finding it hard to conduct appraisals but also finding it difficult to offer any appraisals.
We have discussed how companies can overcome this situation below.

Is It Right to Conduct Performance Evaluations During the Coronavirus Outbreak?

There are a few questions that every HR team should be asking:

• Do you have a stable performance review process?
• What percentage of your employees are working?

If you don’t have a stable process for performance review, then you may face a crucial time during performance appraisals. This is because most of your reviewers won’t understand how to start, where to start, and how to accomplish this task with efficiency.
If a large percentage of your employees are not working currently, you can delay the process for some time. This task can be accomplished once everything goes back to normal.
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1. Cancel performance reviews

The first option is to not have performance reviews at all. This will end up saving your time and all the management and the HR team will have to do spend to achieve this task. In fact, the HR team can be spared from all the policies and compilation that they may have to be achieved remotely.
However, still, this is not always the right route. This is because your managers will not be able to help employees to improve based on their performance. Now, that means that the HR team as well as managers will continuously come across bad decisions. Further, since the performance of employees will not be assessed, the effective workflows will not be created.

2. Less Time-Consuming Process

One of the methods that can help the HR team during performance reviews is adopting a less time-intensive process. This will save time but still help managers to execute workflows accordingly.
For example, HR can ask managers to prepare a report on every employee’s projects, completed projects, and performance in particular projects. A collective review of all these factors can be considered instead of a full-fledged review process which goes on for days and weeks.
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How Bonuses Should Be Offered?

Of course, multiple organizations are thinking of not offering bonuses to employees. The time demands such a harsh decision. However, the outcome is not really feasible.
If the employer fails to offer the right compensation bonus to employees, it increases employee dissatisfaction. This is followed by low retention, low productivity, and reduced effectiveness.
Hence, a bonus is important for employees.
What can you do?

• You can talk to the employees beforehand and offer a similar bonus to everyone at the same rate. This will reduce the time of the performance review process and also offer some satisfaction to employees.
• You can also offer reduced bonuses along with additional perks. This means that the HR team can offer a 50% bonus of what the employee deserves and provide additional benefits like extra leaves, reduced work hours, etc. to compensate for reduced appraisal.

Conclusion

Depending upon your business conditions, you can choose the right route which may suit your organization best. If you are a startup and have a few employees, you can also offer the appraisals later. This will reduce the burden on the business and also keep the employees satisfied.
Hence, check the above data and make a wise decision keeping your workforce in mind.
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