In an era, where global tech firms are laying off employees every other day, Prolifics, a digital engineering and consulting firm is making sure that its talent gets the best of work experience. Prolifics has evolved its HR best practices and devised processes to match the modern dynamic of the workforce. Prolifics ensures that its HR practices are agile and adaptable to improve their employability quotient.
One of their major yet thoughtful steps was transitioning from an annual appraisal process to a Continuous Appraisal Process (or CAP) for a more dynamic, transparent, and employee-centric approach to performance management. As per the leadership of the company, this attempt would support and escalate their ongoing growth, engagement, and development, ultimately leading to improved individual and organizational outcomes. Surprisingly, this decision stands as one of their wisest choices ever made because post its implementation – the company has witnessed retention and a bunch of happy employees.
Some of the key benefits that were found by using CAP 369, where 369 stands for 30, 60, and 90 days or one quarter over which reviews and performance feedback are shared, were as follows:
1) Timely feedback – which is provided in real-time and at monthly (check-ins/feedbacks) and quarterly (performance reviews) intervals throughout the year. This allows employees to receive feedback on their performance promptly, enabling them to make improvements and address any issues promptly. It also ensures that positive achievements are recognized and acknowledged promptly, boosting employee morale.
2) Increased employee engagement – it encourages ongoing dialogue between employees and managers by creating an open and transparent communication channel where employees can discuss their goals, challenges, and development needs with their managers regularly. This increased engagement helps employees feel valued, heard, and supported, leading to higher levels of motivation and job satisfaction.
3) Agility and adaptability – The traditional approach of annual appraisals focuses only on past performance, which does not align well with the rapidly changing business environment. CAP 369, on the other hand, allows for a more agile and adaptable approach. It enables managers to address evolving priorities and make necessary adjustments to goals and expectations throughout the year, ensuring employees are working towards the most relevant objectives.
4) Skill development and growth – by providing ongoing feedback and coaching, CAP 369 promotes continuous learning and development. Employees receive guidance and support to improve their skills, address any performance gaps, and enhance their overall capabilities. This focus on development contributes to the growth of both individuals and the organization.
5) Reduced bias and subjectivity – Annual appraisals tend to lose their relevance and can’t be biased at times due to the time lapse between observations and evaluations. CAP 369, with its frequent feedback cycles, allows for a more comprehensive and accurate assessment of an employee’s performance. It reduces the impact of recency bias and provides a more holistic view of an employee’s contributions and progress.
6) Alignment with organizational goals – CAP 369 facilitates a more substantial alignment between individual performance and organizational goals. By regularly reviewing progress, managers can ensure that employees’ objectives and activities align with the organization’s broader objectives. This alignment helps create a sense of purpose and clarity among employees, fostering a more focused and results-driven work culture.
7) Recognition and reward – in the CAP 369 process, achievements and contributions are acknowledged and rewarded quarterly, rather than confined to a single annual evaluation. This frequent recognition reinforces positive behavior, boosts employee motivation, and helps retain top performers.
8) Reduced administrative burden – Generally appraisals can be time-consuming and resource-intensive for both managers and HR departments. CAP 369, with its ongoing feedback and documentation, distributes the administrative workload more evenly throughout the year, freeing up valuable time and resources for other important activities. Additionally, the appraisal budgets are also allocated quarterly matching the eligibility cycle (at least 9 months between two raises) of each employee, making the distribution of raises
more even across the four quarters.