There is no doubt that the COVID-19 pandemic has had a transformative effect on almost every aspect of our lives. The way in which we work, how we live, and how we engage with one another have all undergone significant transformations.

And one area that has been dramatically affected is performance management. There are several effects of COVID19 on performance management. Some of which include:

Modification of organisations’ strategies

Businesses have had to rapidly adapt to this new landscape by introducing more flexible and sophisticatedperformance management systems that provide ongoing support and development for employees. 

The pandemic has been a catalyst for change in ‌performance management and has forced organisations to reevaluate their processes and procedures. The new normal will require organisations to be more agile and adaptable in order to survive and thrive in the future.

Many companies are taking a more agile approach to goal setting in response to these problems. This approach considers the context, sometimes measurability of the goal, which will determine its importance, and in other situations, the need for innovation and inspiration will be vital.

The shift to remote working

The traditional top-down approach to performance management, where objectives are set by managers and cascaded down through the organisation, is no longer appropriate in a world where work is increasingly done remotely and flexibly. 

The pandemic has forced organisations to re-think their approach to performance management and to put employee wellbeing and engagement at the heart of their strategy.

The shift to remote working has made it more difficult for managers to monitor and assess employee performance. This has led to a move away from traditional methods of performance appraisal, such as annual reviews, towards more continuous and informal feedback.

The role of technology

The role of technology has increased exponentially. The pandemic has illuminated for us the critical role that technology plays in ensuring that businesses can continue to function efficiently despite ‌adverse conditions.

Performance management systems have had to make use of technology, for example, the use of video conferencing and other virtual tools has allowed managers to continue to monitor employee performance and provide feedback in a timely manner. In addition, the use of data analytics has helped organisations to identify trends and areas for improvement more quickly.

Focus on employees’ wellbeing

There has been a significant impact on people’s mental health because of the breakout of the virus and the ensuing lockdown. As a result, many employees are having trouble coping with anxiety and stress.

This has led to a renewed focus on employee wellbeing, with businesses and HR departments placing greater emphasis on supporting staff members through these difficult times.

Conclusion

Because of the pandemic, several organisations have been required to alter their methods of operation. The shift to remote working, the shift to an agile approach to goal setting and the role of technology are just a few examples. While these changes can be difficult, they also present opportunities for employees and organisations alike. 

Organisations may become more responsive to a fast changing world while providing their employees with the chance to advance their careers and gain new skills. It is important that we all stay focused on our goals during this time of transformation and remember that our wellbeing is essential for success.