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Real-time individual performance feedback can enhance your current Performance Management process

Date posted: 2/15/2016

Performance management is undergoing a significant transformation. Mature companies with sophisticated performance management (“PM”) processes are beginning to understand that the features and benefits of their system are usually missing tools to facilitate frequent real-time feedback for their employees. Companies such as Deloitte, Accenture, Microsoft, Gap, Medtronic, have all significantly revamped their annual performance review processes in recent years, placing less emphasis on their traditional performance review cycles – year-end performance appraisal, beginning-of-the year goal-setting discussion, and a potential mid-year review – and moving to more frequent check-ins and ongoing coaching and feedback. Real-time Performance Feedback (RPF) solutions can provide significant value, either by becoming the primary platform for coaching, feedback and performance management, or as a secondary tool to complement your traditional performance management process – potentially, as an intermediate step in the evolution of your performance management process.

The field of Performance Management has evolved over the years into a set of very sophisticated tools and processes. Thought leaders from consulting firms have worked with larger employers to build extremely sophisticated and complex performance management systems, which typically include:

Often, these Performance Management processes and tools are complemented by other Talent Management instruments, such as:

However, Performance Management systems rarely include any solutions to facilitate real-time performance feedback. If “real-time” feedback is offered at all, it typically takes the form of either:

  1. Organizational pulse surveys, which provide valuable information on culture, employee engagement and organizational needs, but no feedback on individual performance, or
  2. Performance review forms that are cumbersome, potentially completed monthly, and require up to 30 minutes to complete, or
  3. Informal verbal feedback directly from managers, with significant variability based upon the desire and skill of each individual manager to provide actionable feedback to his or her employees.

While all three of these alternatives can be valuable on their own or in combination with each other, they do not address the key challenge of providing real-time performance feedback to employees. Importantly, none of these “real-time” feedback approaches provide any mechanism to catalogue or record individual feedback.

Our Perspective

An effective real-time individual performance feedback solution must be (a) intuitive, quick and easy to use, (b) flexible enough to accommodate constructive and actionable feedback. We will be discussing more of these important characteristics in the next few posts.

BlinkEval is continually striving to build the optimal solution to communicate performance feedback to employees. BlinkEval provides an intuitive user experience to allow employees to provide real-time performance feedback to colleagues. We are eliminating as much friction and time involved in the performance feedback process as possible. Please learn more about our solution at www.BlinkEval.com and take us for a test drive!

Coming Soon

In our next two posts, we will be exploring the ROI of Real-time Performance Feedback, and the 4 Most Important Characteristics of an Effective RPF Solution.


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