Let it be simple and flexible

The year 2020 will be painfully remembered as one of the worst years of the century which affected the humans, business organizations and communities throughout the world so badly that has not only shook the basics of life but also changed the way we live, work and earn lively hood. This has been a year of struggle for survival only and for that survival, earning livelihood is must. To earn livelihood in difficult time, people and businesses have evolved new means and methods. For Business organizations, it has been very difficult to overcome on all fronts, be it people or productivity.

Business organizations after sailing through covid pandemic are now struggling to settle and redefine the various processes which are found falling short of handling such unprecedented situation including its performance management system being essential to positioning business in post covid time. Pre covid metrics appear no longer fit for the purpose.

It has been found in many recent studies and researches that pre covid PMS parameters will not be going to meet the very objectives and do justice with employees while measuring their performance and it has also been well recognized by business organisations. In the changed environment, it has become necessary to tweak the PMS in a way that it brings dynamic goal setting, conveys clarity and transparency, brings discipline and differentiate rewards and recognition to match current crisis. The core in all these is the continuous and meaningful feedback. It is also possible that it emerges as employee centric because some are working remotely, some are from office, and some are overloaded whereas some may not be so. Rigidity has to be diluted. Agile goals, regular feedback, flexible metrics and incentives should be in focus. Efforts, behaviours and attitude of employee in crisis period over outcomes should not be ignored especially when WFH model has become part of business model in most of the businesses. It has to be simpler and flexible. Employee working in stress should know that not only his deliverables are considered but also the conditions in which he is constantly working from distant place disturbing his home environment also where the work life balance is the first casualty.

The objective of PMS in changed circumstances should be that employee perceives it as fair and transparent.

The Industry experts have brought valuable insights in the cover story on this subject which is highly contemporary and show the path on which HR should move on while handing Performance Management issues post covid.

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Wishing you all a very healthy, hopeful and Joyous 2021!

Happy Reading!