Performance Scoring Reviews: Aleta Norris’ Ways to Keep Employees Happy and Increase Productivity

In the BizTimes article, “Happy employees are more productive,” Aleta Norris explains the direct correlation between employee happiness and productivity and then offers a few ways to increase both. Each of the strategies presented involve performance management to some degree and would be achieved more effectively by implementing a performance management tool like Performance Scoring. “An engaged employee is profitable for your organization,” Norris begins. “It has been proven many times through various studies: the profits derived from happy employees are undeniable.” This is a fact that almost anyone would acknowledge, but now more businesses are making it a priority to create culture where employee engagement is integral. The ideas that Norris suggests will enable companies “to stay competitive and attract the best employees” now and well into the future.
“Keep employees in the loop.”
Communication is key to successful business, as we detailed in a recent review on the negative effects of miscommunication. “Create a culture of transparency,” recommends Norris. When employees are kept in the loop it instills a sense of security and comfort that translates into quality performance. An effective talent management platform will open communication channels and bridge the divides that often lead to unnecessary communication challenges. With the Performance Scoring System a culture of transparency is inherent, and every employee knows in real-time how they are performing with the reporting features, such as the FactorBoard. “A commitment to regular communication makes it easier to inform employees of the organization’s goals, along with what their role is in achieving these goals,” Norris writes. The best way to secure regular communication is to automate it, and Performance Scoring sends scheduled email notifications of performance data to employees to provide a baseline of regular communication.
“Monthly check-in conversations, instead of (or in addition to) the annual performance review.”
An increased frequency in check-in conversations by management expands upon the suggestion of regular communication to engage employees. This will enhance the relationship that exists between supervisor and employee, and in doing so drive successful business solutions. “The monthly check-in approach focuses on developing employees,” Norris explains. “By gathering and supplying useful feedback on a regular basis, employees can improve in real time.” Performance management tools will capture feedback to inform these monthly check-ins and make sure they are effective in employee development. Performance Scoring uses peer-to-peer feedback of Factors (objective productivity measurables) to capture continuous feedback that gives a holistic assessment of performance. Combining an increased frequency in check-ins with objective data and evidence-based management will result in tangible employee development. Norris sums up the topic with the question, “Isn’t [a monthly check-in] a much better way to prevent and solve problems rather than annually?” The answer is obvious, and with a continuous performance management system, like Performance Scoring, the check-in conversations can occur more frequently since the system directs when and where engagement is appropriate in real-time.
“Invest in your employees’ development.”
This is a recommendation that will only grow in importance as the workforce continues to shift toward the millennial takeover of the workforce. Simply put – millennials require an employee to prioritize their development. Norris echoes this notion, cautioning that “if you don’t have money set aside to train and develop your employees, you are remiss.” The logical first step toward investing in employee development is a performance management system. The continuous feedback that Performance Scoring gives in its reporting features clearly display development in both the short- and long-term. “Allocating funds for continues growth of your workforce is a wise investment,” acknowledges Norris. “The returns you will gain by educating your employees by far surpass any costs associated with the development.” Clients of Performance Scoring have reported returns in excess of 20x after implementation. Investment into a performance management tool is a win-win for management and employees, and it’s not a complexity to get started. Our system has next-day availability – just identify the goals and metrics that the company wants to measure and export a company census from the HR or payroll system.