Performance management is a tool to measure and improve employee and company results. The focus is to develop the skills and abilities of professionals, implementing process improvements and achieving the company’s goals. To start 2020 on the right foot, here are some tips that are trending for this year:

What is performance management?

According to Herman Aguinis, one of the leading names in the literature, when we talk about organizational psychology, performance management trends  are “the continuous process of identifying, measuring and developing the performance of individuals and teams, and the alignment of that performance with strategic objectives. Of the organization”.


This means that performance management is not only intended to measure and evaluate how an employee performs an activity, but to manage it so that it meets the company’s objectives. The idea of ​​performance management is to ensure that employees can always improve themselves more and more. Thus, errors will be avoided in organizational processes, and a collective spirit will develop in the team, as everyone needs to develop unique potential for the emergence of a common good.


What are the main trends in performance management today?

When we talk about trends in performance management, technological resources reign supreme these days. See, below, what can be taken into account in this type of strategy, in contemporary times.



According to a survey carried out by the company Deloitte and published in a report in the magazine Melhor, 62% of performance management evaluations carried out in companies end up being carried out by the bias conditioned by the evaluator.


That is why gamification is increasingly being used to reverse this situation. Through digital games, it is possible to develop playful scenarios in which employees can demonstrate the degree of knowledge they have on certain subjects and business practices.


Games can also be used in corporate education so that employees can develop new soft skills or abilities, thus improving their work performance management.


Real time evaluation

Real-time evaluations, as the name suggests, are those in which the applicator of a test or test to evaluate an employee’s performance examines what he is actually doing.


It is possible to use computer programs, for example, that record the step by step of how a questionnaire was filled out. Thus, you can ask questions, such as which question took the longest to answer. From this, it is possible to know more about the unique profile of each employee.


Focus on employee growth

As we explained, performance management is not only focused on measuring or evaluating the level of knowledge of employees on a given subject. More than that, one must work with a focus on the professional growth of each person.


By investing in corporate education, the entrepreneur or HR manager will be investing in human capital, which is most important in companies. After all, there is no point in having equipment with cutting-edge technology if there are no employees capable of handling it.


In this way, when realizing specific difficulties of certain groups of employees, in-company training can be developed so that such competences are improved and the work performed becomes excellent.


Changes in the way of measuring the quality of cycles

It is quite common that, when we talk about performance management, companies assimilate this idea to the formation of cycles according to their fiscal calendar, that is, on an annual basis.


However, with the evolution of society and the new generations entering the job market, the one-year cycles have become too long to develop performance management. This is justified because both the company and the employees expect faster results.

Why is it important to use software to manage performance management?

In today’s performance management, it is important to use software that facilitates the managers’ work. This is because, through these integrated systems, the manager will be able to evaluate the activities that are being performed in each area of ​​the company.


Generally, when using a management system, each employee has his login and password, which allows the actions he develops during his work to be recorded. With the support of the IT sector, this can all be evaluated and reports can be generated on each person’s individual output.




Who never thought twice after hearing: “Are you sure?” It’s great when the employee feels they trust his work, but having a platform that helps him carry out his tasks with complete security is another level. Not having to check files, over and over again, because a digital platform quickly shows you the correct information with 100% certainty, that’s a great performance management.



Making management and assessment processes more transparent, including the employee, so that he or she feels aware of their strengths and weaknesses, has been a trend for a long time. Giving people tools to achieve their goals, implementing solutions, motivates performance management, but a great way to engage people is by developing fair indicators and showing how metrics are nurtured. Showing the analysis of results and recording the tasks performed by each employee supports the performance management evaluation.



Personalization has become an essential part of creating a pleasant customer experience, and organizations will use the same approach internally with their employees. The workforce is more diverse than ever, with teams made up of people from multiple generations, backgrounds, cultures and locations. Drawing on individual data and feedback conversations gives managers accurate information to manage performance management. The tendency is to use and abuse technology to collect this data and share it with the management team.



According to the 2018 Deloitte Global Human Capital Trends report , 84% of leaders surveyed said analytics was one of the most important trends in HR. Why? As companies try to improve their ability to lead people, they rely on data to provide insights that can help with issues like productivity and employee engagement. Much of the people analytics will be powered by artificial intelligence and indicators created by the management team.

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