Manmeet Kaur, with 15 years of extensive HR experience, specializes in aligning HR strategies with organizational goals and driving success across various HR functions, including talent acquisition, employee engagement, and performance management. Her expertise encompasses setting up HR departments from scratch for startups and growing companies, as well as designing and implementing comprehensive HR policy frameworks.
As the founder of People Potentia, Manmeet currently provides customized HR solutions to SMBs in the IT industry, focusing on enhancing workforce productivity and aligning company culture with business objectives. Her services include Talent Acquisition, Performance Management, and HR Policy Development, all delivered with a strong emphasis on building trust-based relationships with clients. Passionate about helping organizations succeed through effective HR strategies, Manmeet is dedicated to working with companies that value their people as a key to growth.
In this Interview, Manmeet Kaur shares her take on current & future Performance Management practices:
What do you believe are the most critical components of an effective performance management system?
For me, the most critical components of an effective performance management system start with setting SMART objectives and ensuring clarity of KPIs. It’s crucial to establish well-defined job objectives that align with the company’s vision and mission. Knowing exactly what success looks like and having clear KPIs are key for employees to understand their responsibilities and how they contribute to the bigger picture.
Regular reviews and ongoing feedback are also essential. The days of waiting for annual reviews are over; in a feedback-rich culture, continuous improvement and recognition are vital. Celebrating small and big wins keeps morale and productivity high.
Beyond these, two other aspects are equally important: Employee Development and Growth and Fairness and Transparency. Performance management should not just focus on past performance but also on future potential, helping employees grow and develop within the organization. Additionally, ensuring the process is fair and transparent is crucial for maintaining trust and engagement, making the system effective and respected by all.
How do you ensure that feedback within your organization is constructive and actionable?
I believe in creating a feedback-rich culture where feedback is seen as an opportunity for growth, not criticism. It’s important to have a systematic approach to feedback, ensuring that both employees and managers understand its value.
A 360-degree feedback system is particularly effective. This allows individuals to receive feedback from all stakeholders, providing a comprehensive view of their performance.
Technology can also play a significant role. For example, at People Potentia, we developed software that captures the footprints of all interactions an individual has within the company. This data is used to provide objective feedback and ensure that employees are striving to excel in every interaction.
What strategies have you found most effective in driving employee engagement within your organization?
Empowerment is another key factor. When employees feel like they have autonomy and can contribute meaningfully, they’re more invested in their work. Recognition and rewards can also boost morale, while career development opportunities help employees feel valued and motivated.
What is your recommended frequency for conducting check-ins and what should be the primary focus during these check-ins activities and meetings?
I believe that a combination of formal and informal check-ins is essential for effective employee management. For most teams, I would recommend weekly or bi-weekly informal check-ins to address immediate concerns and provide ongoing feedback. Formal monthly or quarterly check-ins can be used to review progress towards goals, discuss performance, and plan for the future.
What emerging trends do you see shaping the future of performance management?
Well, I think we’re seeing a shift away from the traditional annual performance review. Continuous performance management is on the rise, with more organizations adopting real-time feedback, frequent check-ins, and ongoing performance tracking.
Another big trend is the increasing use of OKRs (Objectives and Key Results). They’re a great way to set clear, measurable goals that align with organizational objectives.
And of course, employee experience and engagement are becoming increasingly important. Performance management should be about fostering a positive workplace culture, recognizing employee contributions, and supporting their development.