The Brave New World of HR – 3 Ways to Make Your Organization More Agile

This isn’t your father’s HR.

Over the years, a perfect storm of new digital technologies, demographic and social changes, and workplace culture revolutions has really changed the HR landscape.

HR is responsible for more than just operations Click To Tweet

You need a dynamic solution to meet these new expectations – an agile solution.

After all, today’s workplace is more dynamic than ever before – onsite and remote, full-time and freelance, in-house and outsourced – with business needs changing more quarter-by-quarter than year-by-year.

Organizational agility is HR’s new secret weapon Click To Tweet

And it all begins with an effective performance management system.

Here are the top three ways to make yours more agile.

1. Continuous, Real-Time Feedback

Your organization can’t be agile unless you review your employees intelligently, and annual performance reviews just aren’t intelligent at all.

In fact, 58 percent of employees believe they’re inaccurate and 30 percent actually perform worse after them.

Market research shows that traditional annual performance reviews suffer from:

  • Recency bias
  • Rating variation among managers
  • Employee anxiety leading up – and lasting after – the review

It’s no surprise why so many organizations are switching to an ongoing, real-time feedback model.

Because when employees know how well they’re doing throughout the year, they don’t have to worry about what their managers might be thinking about their performance by the end of it.

They’re free to work on real business objectives, not annual review judging criteria.

Make your performance reviews agile by providing your employees ongoing, real-time feedback Click To Tweet

2. Objectives and Key Results

Market-leading companies like Intel and Google trust the Objectives and Key Results (OKRs) system to set and manage their goals.

Start by:

  • Establishing clear organizational goals
  • Breaking those goals down into smaller tasks for individual teams
  • Assessing progress quarterly

So you can focus on the goals that are most important to your business, work on them in digestible parts, and still have the ability to pivot to different parts if your business priorities change.

The new economy calls for flexibility, and OKRs help HR leaders achieve that.

Google recommends setting stretch objectives so you always work up to your potential Click To Tweet

3. Getting Employee Data Right

Flexible and secure performance management systems are agile performance management systems, so make sure you select a vendor with features like:

  • Gmail and Outlook email integration
  • Mobile app support
  • SOC 2 compliance

Most of your employees and contractors probably use Gmail or Outlook anyway, so integrating them into your system just makes sense.

And in today’s mobile, on-the-go economy, you can’t afford to miss out on supporting all the mobile devices your workforce uses either.

But most important of all is the security of your employee performance data.

SOC 2 is one of the strongest security certifications available, which makes it the perfect choice to protect this highly sensitive data from leaking.

Make sure your performance management vendor has SOC 2 compliance to protect your data Click To Tweet

This is an exciting time for HR.

You might have more responsibilities, but you have more opportunities too.

And you can take advantage of those opportunities by making your organization more agile, beginning with your performance management system.

Get started by reading this performance management checklist: Download “Your Performance Management Checklist” now.

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