Last updated on October 18th, 2022 at 05:41 am

Rate this post

An integral part of working in any company is regulating performance management. Developing a workplace where the employees can make the best use of their skills and abilities is not an easy task, but if executed properly, can benefit the organization in numerous ways. 

Having said that, effective performance assessment is much more than creating an environment that works swimmingly. It is about interpersonal relationships, leadership, teamwork, and constructive criticism. Explaining to the employees the core foundation of performance assessment can become a bit tedious for many leaders. Thus it is crucial to clarify the primary activities that fall into the performance evaluation category such as- 

  • Conveying the organizational goals and planning ways to achieve it
  • Structural rating of performance through constructive feedback and graphs
  • Necessary steps required to amplify skill development and career progression 
  • Continuous strategy to surpass the optimal performance within the company

These criteria are also interchangeably called “performance appraisal “, and are a must in every company to ensure worth success and expected output. Given below are the top 5 strategies that can be used to implement performance management effectively-  

  • Clear Communication Of Organizational Goals-

There is a high chance that your employees won’t be able to rise above their challenges if they don’t have a clear objective of the company’s goal. So make this the first step to implementing effective performance evaluation system. The best way to do this is by introducing a full-fledged detailed orientation on the company’s goal during the employees’ onboarding process. This helps the employees to know what is expected from them since the beginning itself, and thus there is no room left for any confusion. Another important thing to remember is that the goals shouldn’t just be highlighted once during the onboarding, but employees should be reminded of them more than often, through meetings, flyers, emails, etc. So that it doesn’t slip out of their minds or create any confusion. 

  • Use Performance Assessment Software

The technology is continuously upgrading, and it’s time that we do too. Using dedicated software to track performance can work wonders for both the employers as well as the employees. It gives accurate data on how individual employees are performing in their fields. This helps the leaders to track every employee’s forte and strength, and where they could use a little improvisation. A good performance assessment software is usually 360 degree, where both the leaders and employees can provide their feedback. After looking at their employees’ performance graphs, employees can ask their leaders to probably make a shift in their job role or ask for additional skill development training. 

  • Conduct Regular Surveys And Feedback Polls

While illustrating the organizational and individual goals is imperative, communication alone can’t help to elevate the performance of employees. It is essential for team leaders or managers to periodically keep a tab on the employees, not just to review their performance, but also to provide them with meaningful feedback. Positive feedback encourages an individual to perform even better, whereas average feedback can also prove to be constructive as it allows the employees to focus on their problem areas and come back even stronger. 

  • Liberate Peer Reviews

Another useful strategy to foster a robust performance management system is to make use of peer reviews. This is a feature that is found on almost all performance tracking software. Peer reviews are very liberating as they allow employees to complement their co-workers and appraise the positive facets of their work, as well as lets them know where they could use a little help to improvise. This practice helps in bringing the employees together, as everyone wants a positive review, so they work hard towards their goals and also increases team engagement. Having said that, there needs to be a set of leader’s eyes on the process, to ensure that the reviews are being made fairly and not on the basis of personal assumptions. 

  • Conduct Regular Meetings To Discuss Outcomes

Even known as progress meetings or progress reports, conducting meetings weekly or monthly with your team to stay on top of all the results and outcomes is a must. It helps to have a look at the present situation and strategize new ways through which the company can move forward. Attendance at these meetings should be made mandatory to everyone so that there is no confusion when it comes to the expected outcomes. When holding such regular meetings, it is imperative to create a list of objectives to cover, such as-

  • Follow up on peer reviews
  • Devising plans for the next phase of projects 
  • Brainstorming to bring about the creative side of every employee
  • Discussing company statistics- Revenue, Marketing Success, Number of Clients, etc. 
  • Rewarding and appraising members who deserve it 


These key strategies are easy to implement, yet effective. They can work wonders for any company if done the right way. Employees are a crucial asset of every company, and they should get the attention and encouragement that they deserve. 

Ankita Singh is a content writer at Sage Software Solutions Pvt. Ltd. She writes HR-focused blogs for Pocket HRMS software – one of the best HR solutions in India. She holds more than 4 years of experience in content writing.

Sign In


Reset Password

Please enter your username or email address, you will receive a link to create a new password via email.