It’s almost been an entire year since the Covid-19 pandemic began. With the virus still creating a severe impact in workplaces across the nation, businesses are struggling to maintain operations with minimal loss and disruption of workflow. Of course, that’s easier said than done.
One of the more challenging aspects managers now face after a year is the performance review. Changes ranging from remote work to limited operations mean the usual evaluations just aren’t going to work. If this struggle sounds familiar, then check out these ideas on evaluating work performance during a pandemic.
Don’t Do Them
Performance evaluations are a time-consuming process for both managers and employees. Workers have to take time out of their already jumbled schedule to speak with their managers, while management has to decide on next steps ranging from promotions to performance improvement measures.
Given the wrench this pandemic has thrown into the mix, many businesses are choosing to ditch their evaluations this year in an effort to keep their organizations functioning as smooth as possible. It’s not a bad plan and may be an excellent option for your workplace, but keep in mind that there are consequences to this decision.
Turnover could rise as high-performing employees feel neglected, lower-performing employees miss out on the help they need, and no one in your workforce is gaining that critical feedback to help them grow. Depending on contracts, failure to give promised raises could lead to employees seeking a full compensation lawyer. Consider if this option is at all viable for your organization, first.
Keep Them Lighter
Employee productivity during a pandemic is going to drop. Whether they are adjusting to full remote work or handling unexpected life changes, it’s an inevitability. So, why not tweak your regular performance reviews to reflect these tough times?
Instead of sticking with the usual formula, view this as an opportunity to assess where your workforce is at with these major changes. You might find that come are handling the shift expertly, while others now have too much on their plate that they would otherwise be able to handle just fine.
You can also use this as an opportunity to make work more flexible in an effort to keep productivity high. Set hours, responsiveness during daytime hours, and which tasks earn high priority can all change during this time if it means your organization’s goals will be better met.
In some cases, you might find that a reduction of work hours and the compensation that comes with it may be in an employees best interest as they now have multiple children with them all day. Only make these changes if the employee requests it, though. Companies that failed to do so quickly heard from this Los Angeles wage and hour disputes attorney among others.
Business as Usual
Of course, you can always stick with your organization’s regular performance evaluations. If your business is in an industry that isn’t heavily affected or if you’ve moved almost all of your staff to remote work, then this might be the best option as it’s easier to evaluate performance. The choice is ultimately yours, but make sure you consider which options is the best for your organization and its employees.