An organization can earn and maintain its reputation solely through the performance of its employees. This, in turn, drives the profit and performance of the company as a whole. But to keep the performance consistent, it is crucial that CHROs and HRBPs adapt to the new technologies and trends.

As per a survey, 80% of employees prefer immediate feedback to an annual performance report. However, in an organization with hundreds of employees, it quickly gets tricky to maintain such engagement. This is where AI-driven automation can help.

A proper and prompt performance review can become the solution to several internal issues in the long run. Read on to know the driving forces behind employee engagement these days.

Why employee performance reviews matter

First and foremost, HRBPs and CHROs must have clarity on the importance of employee performance reviews. They are not just metrics to evaluate a company's productivity and determine the appraisal scale. Performance review has equal impact and importance among employees too. Here’s why performance reviews matter:

Stay updated about employee issues

The best way to stay updated about how employees cope with changes is by conducting frequent performance reviews. With the help of Amber’s Tenure module, you can have honest conversations on autopilot at checkpoints like Day 15, 30, 45, and so on. The AI-driven tools will help you find key pain points and take corrective measures before a problem becomes sore.

Improved communication

When the employees get quicker feedback and reviews, they are more likely to communicate. Honest and frequent communication ensures the CHROs have the latest updates on employees’ performance. 

Mediacom, the marketing leader, improved its ROI by 33x with the help of Amber’s chatbot. Meaningfully connecting with their 2000+ employees with Amber, CHROs at Mediacom were able to decipher key challenges like low completion rate of annual surveys, lack of communication with every employee, and lack of talented business partnering teams in all locations. 

Amber’s data and prediction on disengaged employees helped them to take actionable measures at the right time and improve their engagement. The CHRO further initiated a program called Guardian Angel, driven by AI’s database to connect employees with mentors for 1:1 solutions.

Quicker resolutions ensure higher engagement

Evaluating the employees’ performance and feedback, CHROs can quickly take corrective measures to improve the engagement. Amber’s conversational AI will help to track employee experience in real-time, consistently. As a result, CHROs can easily take measures to improve the engagement and productivity of the employees based on these reports.

Prevent Misunderstanding and Conflicts

Misunderstandings and conflicts are common, especially over virtual communication mediums. Frequent performance reviews and anonymous feedback through Amber pulse surveys can help to prevent such problems. The CHROs can resolve the problem proactively with genuine insights into the employee issues at hand.

Preparing for performance reviews

It is crucial to have a well-defined process for employee performance reviews. A proper network of performance review communication ensures the employees get clarity about the company’s expectations of them.

Here are the steps you can take towards preparing a concise performance review solution for the employees:

Clear goals

The first and foremost step towards reviewing the performance of an employee is having clear goals about the process. The HRBPs must have a purpose of the review, like measuring productivity or leadership skills, in mind to conduct the performance review successfully. 

Frequency of reviews

Annual or even mid-year reviews are not always enough to get real-time updates on employee performance. Based on previous data and employee feedback, determine the most suitable frequency for the review. 

Implementing tools like Amber Pulse can help you automate such surveys effortlessly, as employees can easily share their feedback against a customized questionnaire.

Gathering performance data

Organizing all the data related to the performance review gets tricky in the long run, especially if the organization has thousands of employees. inFeedo can become your go-to solution in such a situation. 

As employees fill up the survey forms for performance review, data gets stored in the centralized system and can easily be accessed and analyzed from the dashboard. 

Using the right platform

Our latest AI-driven platform can simplify the entire process and accelerate it. With Amber’s Tenure module, you can successfully conduct performance reviews and capture the true sentiments of the employees.

The EX framework of Amber’s tenure module has seven engagement drivers and 53 driver elements. They are evidence-backed and help to provide comprehensive measures of employee performance throughout their tenure.

The key elements of a successful performance review

A performance review for employees will only be successful when you get honest responses and take actionable measures based on them. Here are the key elements of a successful performance review:

Clear KPIs

To bring clarity to employee expectations and measure effectively, the performance review process must begin by clearly defining the key performance indicators or KPIs for different departments. 

Setting performance expectations and goals

By setting performance expectations in detail, the CHROs can expect honest and more comprehensive responses to the review. These will later help to evaluate the true employee sentiments and accordingly take measures.

Unbiased evaluation of KPIs

A survey will be successful when the evaluation of KPIs gets done neutrally. Make the most of Amber’s AI-driven conversations that are neutral and help you collect genuine information and analysis of employees’ expectations.

Actionable measures

Take actionable measures at the earliest. This sends a positive message to the employees and they feel valued when they get results of the performance evaluation faster.

Individualistic approach

The reports collected through the survey will also help you find individual employees facing major issues. It makes it easier to take an individualistic approach for such employees to help them engage better.

Effective communication strategies

Effective communication is the key to taking actionable measures based on performance reviews of employees. Here are a few ways to devise an effective communication strategy with Amber.

• Its conversational AI helps collect feedback and genuine responses from employees. It encourages open dialogue and approachability to improve internal communication.
• Its performance discussion experience survey helps to measure manager and feedback-related aspects of performance discussions.
• Get genuine insight and promote active listening within the organization. 
• Ensure there is a post-performance review discussion with every employee. Use Amber’s pulse survey to collect feedbacks and take measures based on the responses.

Why are annual reviews/mid-year reviews not working?

In the constantly evolving workspace, yearly and even mid-yearly performance review does not work any longer. Employees are more inclined towards instant feedback and solutions. They stay engaged and motivated when they get due acknowledgment and validation for their performance.

This is where annual and mid-year reviews fail. Using AI-driven tools and surveys can help CHROs get real-time updates on employee performance and expectations. As a result, they can take the right measures at the right time and improve employee engagement.

Amber: The future of performance management

Employee engagement and growth can be facilitated with the help of an actionable approach to their performance and feedback. Transition to Amber’s performance discussion survey and get realistic, frequent, and ongoing employee performance data to take action and fuel continuous growth.