Big data is here, and it’s going to affect just about every aspect of business. It makes hiring better, it makes jobs easier to browse, and companies can use it to find ways to better just about any of their processes, including employee assessments. If you want better, more efficient ways to evaluate employees while adding a more personal touch, big data is your solution.
Reviews Can Be Automatic, and More Personal
The idea that employee reviews should be both personal and automatic simultaneously sounds contradictory, but it’s true. To understand why that is, you need to know that 60 to 90% of employees (even managers) dislike performance evaluation. Employees want their annual appraisals to be a personal conversation about their performance; managers want the process to be a more automated process so there is a sense of standardization for better reviews.
Not to mention, managers don’t like giving bad news. With big data evaluating employees, it becomes a “third party” in a way, distancing the person giving the information from the information itself. After looking through the data, they can then talk through performance issues and how to rectify these concerns. With big data acting as a neutral third party in evaluations, the people conducting and receiving them are free to converse with one another as people instead of cogs in a big corporate machine.
Performance Can Be Evaluated More Regularly
Review season… it has become such a time of minding Ps and Qs, employees are often on their best behavior. Employees tend to stand up, sit straight, and pay more attention to their work because they know they’re being evaluated. But when big data can keep track of how employees are doing, performance evaluations can happen as needed - a tactic Adobe has adopted.
This also allows companies to evaluate the causes of performance, like employee engagement. By monitoring the ups and downs of an employee’s performance, you can see what causes a loss of focus. Managers account for at least 70% of variance in employee engagement scores, so this piece of the data puzzle can evaluate their role as a supervisor as well. When you’re able to track data regularly, performance evaluations don’t have to be regulated to a specific time or department.
Assessments Can Help Companies Adapt To Change
A lot can happen in the year between two annual evaluations. Industries change, employees grow, and some jobs go in and out of favor. With big data, companies can use the performance information they gather to adapt to these changes by making sure that employees’ skills fit their evolving jobs. Assuming an employee’s skills just don’t fit the needs of their job anymore, it’s plausible to laterally transition them into a position that is more suited to their particular set of talents; 47% of college graduates end up not finding a job in the field they studied, it’s possible many of them will be open to change of roles.
Instead of firing and sizing up with new hires every year, companies can use big data to find employees who might already know how to do the jobs they’re looking for. This is big in the world of business, where 90% of business leaders do not feel there’s enough focus on managing change. And when you evaluate employee skills and correlate them to potential new roles, you’ll save money on having to hire new employees when you reassign them instead.
As big data begins to take over more processes in the working world, companies will need to adapt their performance management processes, and that means taking a look at how they do reviews, how managers discuss them with employees, how often they’re done, and how you can use them to benefit your company and your employees.
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