{"id":183,"date":"2018-04-16T11:52:20","date_gmt":"2018-04-16T11:52:20","guid":{"rendered":"http:\/\/grosum.com\/resources\/?p=183"},"modified":"2022-03-17T09:53:21","modified_gmt":"2022-03-17T04:23:21","slug":"10-ways-for-continuous-performance-evaluation-and-feedback","status":"publish","type":"post","link":"https:\/\/grosum.com\/resources\/index.php\/2018\/04\/16\/10-ways-for-continuous-performance-evaluation-and-feedback\/","title":{"rendered":"10 Ways for Continuous Performance Evaluation and Feedback"},"content":{"rendered":"

We know now that many companies have abolished the traditional Bell curve<\/a>\u00a0and have adopted a more flexible and effective continuous performance evaluation process.<\/a>\u00a0 That\u2019s good news, right? Yes. But not without a change in the attitude of the management.\u00a0 It is very difficult to implement and get positive results out of any process without believing in it.<\/p>\n

Continuous performance evaluation<\/a>\u00a0is an important process to remove unwanted and unnecessary processes and policies along with bridging the gap between the expected and the real performance scenario. It is a continuous process of coaching and feedback resulting in overall organizational growth. This process takes the performance appraisal and the organizational development to a whole new level.<\/p>\n

Though companies have started the using Performance Management applications<\/a>, using the tool alone will not solve the problem. This minimizes the scope of manual errors and saves a lot of time otherwise wasted in pointless paperwork and follow-ups. This is a positive development. The feedbacks can now be \u201cinstant\u201d and more effective than the manual process. But is that all? Would just changing the system change everything? The answer is no. Along with the right process and the software to back the process, it is very important that the managers and the management follow the right approach towards the change.<\/p>\n