Reversing the Performance Crisis: How Leaders Can Turn the Tide

Listen up, folks! We're in the middle of a performance crisis, and it's time to take action. The COVID-19 pandemic has left many organizations scrambling, and performance management has taken a backseat. But let me tell you, ignoring performance management is like ignoring a leaky roof—it's only going to get worse. So, let's dive in and figure out how leaders can reverse this performance crisis among employees.

First things first, YOU NEED TO KEEP PERFORMANCE MANAGEMENT ALIVE! Performance management is the lifeblood of any organization. It's not just about pay and promotions; it's about communicating strategic priorities, supporting employee development, and collecting valuable business data. During a crisis, employees look to their leaders for guidance, and performance management is a key channel to communicate the company’s strategic direction. So, don't let it fall by the wayside!

Now, let's talk about the Performance Promoter Score (PPS) and the Net Performance Promoter Score (NPPS). These are game-changers, folks! The PPS is like the Net Promoter Score on steroids, designed to measure performance during a crisis. It collects valuable business data, provides critical feedback, and protects organizations from legal risks. The NPPS, on the other hand, uses multiple sources of performance data to give you a comprehensive evaluation of employee performance.



But here's the thing: measuring performance during a crisis is tough. Traditional methods might not cut it. That's where the PPS comes in. It provides more frequent performance check-ins, which is crucial when traditional systems are disrupted. For example, during the COVID-19 crisis, many organizations separated performance from pay decisions. The PPS can help overcome this challenge by providing a continuous process of identifying, measuring, and developing the performance of individuals and workgroups.

But let's not sugarcoat it—there are challenges. Measuring performance during a crisis is like trying to hit a moving target. You need a flexible and adaptable performance management system. And let's not forget about bias. To mitigate this, use multiple sources of performance data and ensure it's collected and analyzed fairly.

Now, let's talk about the psychological toll of a crisis on employee performance. It's real, folks! Research shows that 61% of employees feel a significant amount of stress during times of crisis, leading to a 33% decrease in productivity. But here's the good news: there are strategies to mitigate these effects.

1. Provide Mental Health Resources and Training: Offer mental health resources and training to reduce absenteeism and enhance job satisfaction. In a tech company, this could involve online counseling services and mindfulness workshops. In a manufacturing setting, it might include on-site counseling and stress management training sessions.

2. Foster Open Communication and Psychological Safety: Create an environment where employees feel safe to voice their concerns without fear of stigma. In a healthcare setting, this could involve regular check-ins with staff to discuss their concerns and provide support. In a retail environment, it might include team meetings where employees can share their experiences and receive feedback.

3. Implement Employee Assistance Programs (EAPs): Develop tailored EAPs focusing on mental health resources. In a corporate office, this could involve providing access to a 24/7 helpline and counseling services. In a remote work setting, it might include virtual support groups and online therapy sessions.

4. Offer Crisis Leadership Training: Organizations like the American Red Cross use crisis leadership training, which has been shown to enhance resilience and preparedness among teams facing high-stress situations. In a non-profit organization, this could involve training volunteers on how to handle crisis situations. In a financial institution, it might include workshops on managing stress and maintaining productivity during economic crises.

5. Be Transparent in Times of Crisis: Transparency fosters trust, and trust is the foundation of every strong employee-employer relationship. In a startup, this could involve regular updates on the company's financial health and future plans. In a large corporation, it might include detailed communication about changes in policies and procedures due to the crisis.

So, leaders, it's time to take action! Use the PPS and NPPS to measure and improve employee performance. Implement strategies to address the psychological toll of a crisis. And most importantly, KEEP PERFORMANCE MANAGEMENT ALIVE! Because, folks, the performance crisis is real, but so is the opportunity to turn things around. So, let's get to work and make it happen!