Transitioning from Traditional to Continuous Performance Management
By AltaFlux Corporation, Feb, 26 2018, in Performance Management, Continuous Performance Management
We help you solve your most significant and complex business challenges. Whether you need to automate your business process or workflows, improve the experience for your applicants, employees, partners, or customers - we have proven solutions.
By using the best Cloud Platform Applications and Industry Practices, you can optimize workflows, improve business, and employee experience. Our solutions optimize the day-to-day lives of applicants, employees, and customers.
If you are using SAP SuccessFactors Recruiting and Recruit...
Explore AltaFlux's library of digital assets and tools curated by our experts and partners.
Receive insights and trends once a month in your inbox
AltaFlux Corporation is an enterprise cloud technology consulting services firm. We help clients to automate, transform, and optimize their business processes.
March closes our first quarter and with that, comes quarterly check-ins for many organizations who practice continuous performance management. If you are not currently performing quarterly check-ins with your employees, let me share a personal story with you that will emphasize the benefits of regular check-ins.
Two years ago, I was a part of an organization that transitioned from a standard performance review process (one yearly check-in) to biweekly check-ins. My first thought was “wow – as if I don’t have plenty of work to do already, now I have to meet with my manager and my direct reports every other week.” At first, I did not understand the benefits of this new process, nor did I educate myself, but I learned quickly.
As an employee, I was given the choice to keep the communication with my manager as it was. We continued the “old” process of meeting at year-end to see if I had any questions about my evaluation and move onto setting goals for next year. Meanwhile, I adopted the new process with my direct reports, and quickly saw the benefits of giving frequent feedback as it helped my team improve and drove successful outcomes.
However, when year-end came, my evaluation was not as great as I had expected. Since I had essentially failed to adopt our new process, I missed out on feedback that could have been given to me with enough time to correct my course.
You can say that I learned my lesson. I learned that quarterly check-ins or more frequent check-ins, are not designed to double your workload, but allows you to have a friendly and informal relationship with managers and employees. Conversations can be more open, honest, and more forward-facing to ensure success and a positive outcome during year-end evaluations. Issues can be addressed and corrected during the early stages without leaving behind the positive feedback, letting employees know what he/she has done well.
New to Continuous Feedback?
Here are some topics to discuss during regular check-ins:
A strong relationship between employee and manager can help employees to be more engaged and focused, contribute towards business goals, and increase retention rate. In many cases, a bad relationship can lead to many things, including bad performance and negative reviews. Start the conversation with your employees today – and then make it a point to keep have those conversations on a regular basis!
AltaFlux Corporation is an enterprise cloud technology consulting services firm. We help clients to automate, transform, and optimize their business processes. We have expertise in leading Enterprise Cloud Platforms, such as SAP SuccessFactors, Dell Boomi, Microsoft PowerBI, WorkForce Software, and Benefitfocus. Learn more about AltaFlux (+)
© Copyright 2015-2025 AltaFlux Corporation. Featured logos are trademarks of their respective owners. Third-party trademarks, logos, and trade names appearing on the site are the property of their respective owners.