How Can You Integrate Employee Feedback into Performance Management Systems?


    How Can You Integrate Employee Feedback into Performance Management Systems?

    In the quest to create more dynamic and responsive performance management systems, we've gathered insights from CEOs and Performance Managers on how they've incorporated employee feedback into their processes. From implementing regular check-ins and shout-outs to shifting focus to ongoing development, discover five transformative strategies these leaders have successfully executed.

    • Implement Regular Check-Ins and Shout-Outs
    • Design Employee-Driven Self-Assessments
    • Transition to a Continuous Feedback Model
    • Revamp Criteria to Align with Employee Goals
    • Shift to Ongoing Development Instead of Yearly Reviews

    Implement Regular Check-Ins and Shout-Outs

    At Startup House, we believe in the power of listening to our employees. One instance that stands out is when our team expressed a desire for more frequent feedback and recognition. We took this feedback to heart and revamped our performance management system to include regular check-ins and shout-outs for outstanding work. The result? A more engaged and motivated team that feels valued and supported in their growth. Listening to our employees has truly been a game-changer for us.

    Alex Stasiak
    Alex StasiakCEO & Founder, Startup House

    Design Employee-Driven Self-Assessments

    We were thrilled to hear from so many employees that they wanted a voice in their own assessments, so we took that feedback and designed a self-assessment that encouraged engagement and ownership. We built it with questions that prompted valuable self-reflection, balanced with opportunities for bragging, and created a user guide that was fun and took a lot of the guessing out of the process. We were thrilled to see employees loved this addition and took time to reflect on, and own, their performance.

    Lauren VickManager, Employee Performance, Berry Appleman & Leiden LLP

    Transition to a Continuous Feedback Model

    Yes, we once received feedback suggesting our performance reviews felt too one-sided and didn't fully capture ongoing achievements. Acting on this, we transitioned to a continuous feedback model, incorporating regular check-ins between managers and their teams.

    This allowed for real-time recognition of achievements and provided a platform for more dynamic support and development discussions. The shift not only made our performance management more reflective of actual work but also significantly boosted employee morale and engagement, as their input directly shaped a more supportive and responsive system.

    Ana Alipat
    Ana AlipatRecruitment Team Lead, Dayjob Recruitment

    Revamp Criteria to Align with Employee Goals

    One instance where employee feedback significantly influenced the evolution of our performance management system was through anonymous surveys and focus group sessions. We collected insights from our team members and implemented changes based on their suggestions.

    For example, employees expressed a desire for more frequent feedback and clearer performance expectations. In response, we introduced quarterly check-ins between managers and employees to provide ongoing feedback and goal-setting opportunities. Additionally, we revamped our performance evaluation criteria to align with employee development goals and ensure fairness and transparency in the review process.

    By incorporating employee feedback into our performance management system, we witnessed increased engagement, morale, and productivity among our team members. They felt valued and heard, resulting in a more positive work environment and enhanced overall performance across the firm.

    Hunter Garnett
    Hunter GarnettPersonal Injury Lawyer, Managing Partner, Decatur Personal Injury Lawyers

    Shift to Ongoing Development Instead of Yearly Reviews

    We're constantly tinkering to make things better, and that goes for how we measure performance, too. Employees told us they craved a more flexible system, ditching the yearly review grind in favor of ongoing development. We listened! Now, we check in on goals every quarter, focusing on clear, measurable objectives that benefit both the individual and the company. This employee-driven revamp also includes a slick mobile app for dishing out real-time feedback and kudos. Engagement is through the roof; goals are getting crushed left and right, and most importantly, our amazing team feels supported and empowered. That translates to a super-motivated and productive crew.

    Fahad Khan
    Fahad KhanDigital Marketing Manager, Ubuy India