What Do Employees Really Expect? Tips for Effective Performance Management

The COVID-19 pandemic and the Great Resignation created new employee expectations. It drastically changed the workplace landscape and employee management. And now that everything is back to normal, how can companies cope with new employee expectations?

Employees today want so much more. They want meaningful work that challenges them. They want flexibility and work-life balance. They want to feel heard and understood. They want opportunities for growth and career development. Keeping up with these changing expectations and learning how to meet them is key to building a motivated, productive team.

When you feel out of touch with what your employees want, do not worry. In this article, you will explore the latest employee expectations and some tips to help you become a better performance manager.

The New Age of Performance Management

The old days of the annual performance review are over. Employees today want ongoing feedback and coaching. They expect open lines of communication and to feel heard.

As a manager, how can you provide the experience your team wants?

• Ask for input: Seek feedback from your team on what they value and desire in their work experience. Start with frequent check-ins, not just once a year. Even quick weekly updates can help build trust and address small issues before they become big problems.
• Recognition preferences: Inquire about how they prefer to be recognized or challenged. Give helpful feedback and find ways to inspire and involve your team. Using games, small rewards, and letting people work from home are popular and boosts morale.
• Open-door policy: Maintain an open-door policy to encourage open communication and discussions. Make performance reviews a conversation. Ask your team what matters to them and how they want praise or challenges. Keep an open door and use anonymous surveys to get honest feedback.
• Utilize performance management tools: Use collaborative tools such as Slack, Trello, or Asana to keep conversations going. Have both group and one-on-one chats to understand how people are doing professionally and personally. Your team members are whole human beings - their life outside of work affects their job satisfaction too.

Transparency, flexibility, and work-life balance are the new norms. As a manager, adapting your style and using collaborative tools to provide continuous feedback will help ensure your team feels heard, motivated, and empowered. Keeping the lines of communication open is the best way to understand what your employees expect and want.

The Importance of Check-ins and Conversations Post-pandemic

The pandemic has reshaped work life as we know it. Employees today want and expect different things from their companies. Regular check-ins and conversations have become more important for individuals, teams, and organizations as they adapt to the changing situation.

Continuous Performance Management is a newer way of working that focuses on employees and fits well with today's fast and dynamic workplaces.

CPM includes:

1. Frequent Feedback:

   In CPM, managers give regular feedback instead of waiting for a yearly review. This helps employees know how they are doing, make improvements, and stay aligned with the organization's goals.

   Do not just schedule the standard once-a-year review and call it done. Employees today want ongoing feedback and coaching.

   CPM does not depend on long, old-fashioned yearly reviews. It includes more flexible and frequent talks about performance. This helps address issues quickly instead of waiting for a formal review.

2. Goal Setting and Alignment:

   CPM involves continuously setting and adjusting performance goals.  This ensures that individual goals align with the organization's priorities. Employees' goals can quickly reflect any changes in business direction.

3. Recognition and Rewards:

   Recognizing and rewarding achievements in real-time is a key aspect of CPM. Acknowledging employees for their contributions and accomplishments boosts morale, motivation, and engagement.

   Frequent check-ins are a win-win. For companies, it leads to higher productivity, engagement, and retention. For employees, it provides motivation and a sense of purpose. It is the performance management model of the future, so start making employee conversations and regular feedback a habit. Your team will thank you for it.

What are Navigated Conversations?

Navigated conversations are when managers and employees openly talk and work together. Instead of a one-way review where the manager simply tells the employee how they are doing, navigated conversations involve both the manager and the employee sharing thoughts.

How Do Navigated Conversations Work?

In navigated conversations, managers and employees work together to:

• Discuss key priorities and goals.
• Review progress and wins from the past quarter.
• Address any obstacles or challenges.
• Re-set key objectives and metrics for the next quarter

The key is that these conversations are a partnership. Employees have a chance to share their perspectives and insights. Managers get a better sense of how they can support their team members. It leads to a shared understanding of impact, growth opportunities, and next steps.

For employees, navigated conversations are a chance to:

• Ask for feedback and input.
• Discuss career growth and development areas.
• Make sure their work and priorities align with broader team/company goals.
• Feel heard and understood.

For managers, navigated conversations:

• Offer deeper insights into employees’ experiences and needs.
• Help set better goals and metrics.
• Improve clarity and alignment.
• Strengthen relationships and trust.

Navigated conversations require effort and planning on both sides, but the investment in open, meaningful dialog pays off through improved performance, growth, and engagement. Navigated conversations lead to a win-win for managers and employees when done well.

New Expectations Require New Conversations

The workplace is changing, and so are people's priorities and values. When  you are not regularly talking with your team members, their needs and desires may come as a surprise.

Successfully navigating change requires managers to use new tools for effective communication. Keep open and ongoing conversations with your employees to understand their needs and values.

When employees feel heard and valued, they become more engaged and committed to the company. Do not make assumptions about what people expect or want in their careers. Talk with them and find out the truth. These authentic conversations build trust and help create a supportive work environment where people can thrive.

Conclusion

Today, workers want more than just good pay and benefits. They want meaningful jobs, chances to grow, recognition, a good balance between work and life, and a feeling of contributing to something bigger. It is important to understand these needs.

When you let employees take charge of their work, give them feedback, and support their growth, you can build a team that is actually involved. Salary.com has products and services that can help make sure your compensation plans match these expectations. Check out these services and create commitment and involvement in your company.