![\"template](\"/img/one-on-one-form.png\" "\\"template")
A woman breaks into a local corner store and exits with a full cart. What are your initial thoughts or feelings about this woman?
\nNow, consider this take:
\nOver 15,000 people are moved to The New Orleans Morial Convention Center following Hurricane Katrina. After days of no provisions, a woman leaves the premises, breaks into an abandoned local corner store, and leaves with a full cart of resources to provide some relief for the inhabitants.
\nIt’s the same story, but the latter contains a key element: context.
\nContext helps provide a clearer picture, but it isn’t just necessary for this particular story. It’s also necessary for the story of your company and its people.
\nWhen you employ a continuous performance management strategy, you provide your people with multiple touchpoints to help guide and empower them to do their jobs. But that’s just one (important) piece of the puzzle.
\nYou also need to review your metrics in context to ensure your decisions are fair and data-driven. What’s more, combining your data and analyzing insights helps you discover potential risks and disparities among your employees. For these reasons, your performance management shouldn’t just be continuous. It should also be contextual.
\nContinuous performance management is the strategy of frequently evaluating how your individual employees are performing according to the expectations of their role. Instead of having one meeting as an end-all-be-all, regularly scheduled reviews allow for continuous check-ins to help employees receive feedback that’s applicable now as well as for future growth.
\nAspects of a continuous performance management strategy include:
\nIf you have a performance management strategy that doesn’t involve multiple touchpoints, you may be failing your employees and putting your company at risk. Below are three reasons why your performance management needs to be a continuous process.
\nContinuous performance management offers many touchpoints to ensure employees are supported and reaching their potential. And with each interaction, employees have the opportunity to engage with managers and peers to receive feedback and acknowledge their achievements.
\nFurthermore, a standardized template helps your people feel prepared for regularly scheduled 1:1s and check-ins since they can document talking points and metrics beforehand.
\nThese templates can also:
\nSo how would continuous conversations play out in real life? Let’s say, for example, that you are the Director of Professional Services and oversee your tech company’s onboarding specialist, Dennis. Dennis discloses in a 1:1 that he is having trouble securing an onboarding meeting with a new client. You run through suggestions and strategies to help him find time on the client’s calendar. During your next 1:1 meeting you discuss the situation again: What method worked? What did Dennis learn? What would he do differently next time? Two weeks later, Dennis is once again partnered with a busy new client, but this time, he knows exactly what steps to take to earn a spot on that company’s calendar. By his quarterly performance review, Dennis can confidently discuss his growth as an onboarding specialist and include data to support his stance.
\nUltimately, regularly scheduled meetings – and a place to document them consistently – allow these personally and professionally impactful conversations to take place. Continuous conversations support your people, provide learning opportunities, and help them leave feeling confident and empowered to execute their tasks.
\n
ChartHop’s 1:1 template boosts employee engagement, since reports complete the form and set the agenda.
With many companies offering remote and hybrid options, it’s not easy for employees to stop by the HR office or their manager’s desk. Sometimes it’s even harder to look at a team lead’s digital calendar and find any availability to chat. Continuous check-ins are therefore important to schedule throughout the year so that employees feel seen, heard, and valued on a regular basis.
\nBesides frequent meetings, synthesizing collected reviews and data will also help identify employees that need additional support – even if they didn’t ask for it or realize it themselves.
\nWhat could you discover through these conversations after looking at lagging KPIs? It could be that one of your account executives continues to see deals fall through and needs help exploring why. It could be that your talent acquisition lead is having a hard time connecting with your marketing department. Or it could be that your customer support engineer is having marital issues, resulting in a scattered mindset and missed emails. All three of these people need help, and it’s a responsive leader’s job to step in.
\nUsing continuous performance management empowers leaders to better manage their direct reports. When you analyze data and reviews from different sources, you can provide timely feedback as well as put performance, engagement, and goals into context.
\nHowever, irregular and lagging leadership isn’t the only result of only running check-ins once a year. Ian White, founder and CEO/CTO of ChartHop, believes “the biggest problem with traditional performance reviews is how infrequently they happen, which can introduce recency bias.”
\nRecency bias, or the act of giving more importance to recent events compared to what happened a while back, leads to magnifying successes or issues. In both cases, biased performance reviews negatively impact the individual employee, their team, and, if it’s a consistent practice, the company as a whole.
\nSo just how powerful is recency bias?” Simply look at the correlation between the Super Bowl and the stock market: Numerous studies link “liked” Super Bowl commercials with an increase of stock purchases the Monday after the game.
\nTake RadioShack’s 2014 commercial “The ‘80s Called: They Want Their Store Back,” for example. Despite their “outdated retail model and withering stock,” their ad resulted in a 7% stock surge the next morning. Microsoft also benefited from recency bias after their 2019 commercial “We All Win.” This heartwarming ad made viewers pull out their wallets (and tissue boxes), resulting in a 2.9% stock increase the next day.
\nIf merely watching a 30-second commercial changes your mindset about a company, just imagine the effects on your organization if your performance reviews are consistently conducted with recency bias. Your people may grow to hate performance reviews and foster resentment towards management. They may become burned out as they continue to grind away out of fear of judgment. Or your retention rate may plummet as employees leave to find a more supportive environment.
\nIn short, reviewing individual employee data continuously will help reduce recency bias, provide a more holistic view of their performance, and help create a supportive employee culture and experience.
\nIt’s quite difficult, if not nearly impossible, to combine data and visualize insights if they don’t live together. With the right tools, your leadership team can look at company-wide and individual performance management data in context to help drive decisions.
\nAn important piece of performance management is collecting data. Collecting better, more thorough data is what continuous, contextual performance management is all about.
\nUndoubtedly, reviewing continuously-collected data in context benefits both the employer and employee. Insights into the right metrics mean data-driven decisions, which can positively impact everything from a business’ growth strategy to how promotion decisions are made. Executives can also review numbers alongside other data points such as eNPS to gauge employee satisfaction and the organizational health and culture of the company.
\n![\"Use](\"/img/data-sheet-enps-performance-gender.png\" "\\"Use")
By storing your metrics in one place, you’ll be able to effectively and efficiently analyze your People data. Here, the data is categorized by gender and eNPS score.
That employee satisfaction and employee experience was exactly what Devin Blase, VP of People at Truework, prioritized for her company in 2021. Truework and Blase’s team therefore made critical changes to their performance management process: they created pay bands, developed individual career paths, and of course, determined what their performance review cycle would look like. One of the most important components of this overhaul was measuring the impact of the changes.
\nBlase believes Truework’s investment in People Analytics software to help do so was a game-changer for her team. She says: “To be nimble with data, answer questions quickly, and implement changes easily, you need technology. Having platforms that can help uncover data that’s not naturally illuminated in spreadsheets allows for more data-driven decisions and faster insights.”
\nWhen companies use cont performance management, they collect a wide range of data from many sources. It’s critical to compare your data to not only see a more complete picture of employee performance, but also to discover any intersectionalities you can use to inform next steps.
\nFor example, Blase’s team needed to compare data that wasn’t housed in their traditional HRIS. She praises Truework’s People Analytics platform, ChartHop, for solving her team’s problem. “We needed a way to bring data from both of those groups together to understand breakdowns like gender by team, attrition by ethnicity, and so on, and ChartHop allows us to do that easily from a single platform,” she says.
\nWhat’s more, her team was then able to make decisions and create an action plan targeting quarter-over-quarter voluntary attrition. She explains: \"We really dug into the data of our high performers and implemented an action plan specifically for their retention. We indexed on the NPS of this employee subset (high performers) because we believe that (outside of the founders) our high performers are most responsible for influencing the company culture.\"
\nIt’s that breakdown by group Blase references that makes contextual performance management so powerful. When you cross-reference data, you can identify potential risks, struggling teams, and biased reviews and promotions.
\nWith this in mind, leaders should take a close look at their data and feel empowered moving forward making company-wide decisions. In the theoretical example below, the manager aggregated 1:1 data and found that the Design department’s evaluation scores plummeted in December. Because leadership is able to review performance review data in context, they are able to quickly take action, including providing necessary support and potential policy changes.
\n![\"ChartHop](\"/img/contextual-performance-management-data.png\" "\\"ChartHop")
After comparing data, executives found a commonality between low 1:1 scores: the Design team. The next step is to dive deeper into data, see who needs additional support, and determine what caused a department-wide dip in evaluation scores.
Companies that implement a continuous, contextual performance management process aren’t just implementing it to increase productivity; they’re doing it to invest in their people. If you haven’t already, now is the time to implement one. By doing so, you’ll see an increase in employee engagement, helpful data, and leaders' responsiveness, driving your company to be stronger and ready to scale.
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That's why we're excited to expand our leadership team with Justin Garrity as VP of Product."}}},{"node":{"frontmatter":{"featuredpost":false,"title":"Meet our engineering leader driving transformative change: Julie Sommerville ","path":"/blog/company-updates/engineering-leader-julie-sommerville/","categories":["Company Updates"],"featuredimage":"/img/meet-the-team-preview.png","postsummary":"Spearheading an engineering team at an early stage, rapidly growing startup requires versatility. Julie Sommerville, ChartHop's VP of Engineering, contains multitudes. 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"}}},{"node":{"frontmatter":{"featuredpost":false,"title":"Export Stunning Visuals of Your Org Chart to PowerPoint","path":"/blog/product-updates/export-org-chart-powerpoint/","categories":["Product Updates"],"featuredimage":"/img/export-org-chart-to-powerpoint-preview.png","postsummary":"The latest updates to ChartHop allow you to export visuals of your org chart directly to PowerPoint to display the same design you see in ChartHop directly on your slides."}}},{"node":{"frontmatter":{"featuredpost":false,"title":"Enhance your data access with Views","path":"/blog/product-updates/enhance-data-access-views/","categories":["Product Updates"],"featuredimage":"/img/views-preview.png","postsummary":"With Views, you have an easy way to access, sort, and manage the information in your Data Sheet - without manual spreadsheets. "}}},{"node":{"frontmatter":{"featuredpost":false,"title":"Enhance your data analysis with ChartHop’s new column chooser","path":"/blog/product-updates/enhance-data-analysis-column-chooser/","categories":["Product Updates"],"featuredimage":"/img/column-chooser-preview.png","postsummary":"Information is only as valuable as it is accessible. Unlock your data's potential to drive business outcomes with our new column chooser. 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