Thursday, 13 October 2016

Performance management, every day.

Performance management has always created anxiety within a business. We’d like to think that both managers and employees have the same end goal in mind; performance aligned to the business objectives, which results in everybody winning. If that is the case, then we must wonder how or why this anxiety is actually present? When engaging on this topic with either party involved, you find that managers are questioning whether to use the stick or the carrot and employees are unsure whether their efforts will be wholly recognised and of course are concerned about the consequences if they are not. This shows an immediate misalignment in the process, where managers are worried about moving to new behaviour and employees are worried about the appreciation of existing behaviour. Keeping track of the performance over longer time periods is an aspect that becomes difficult for managers and typically, when it comes time for a review, it is human nature to pay more attention to what is in the foreground of your memory - the last week/ month - and the efforts in the time period before that are possibly forgotten.

Whilst we accept that performance is largely defined by measurable outputs, a human centric approach would take into account qualitative aspects such as an individual’s everyday attitudes, demeanour and engagement with others. Client service and maintaining a healthy client relationship is an example of where it is difficult to measure performance, as a large amount of the relationship management will happen day to day, without anyone noticing (in the good circumstances at least). Qualitative behaviours such as cultural values are there to not only support a pleasant everyday work environment but also act as drivers for the desired behaviours in a business and should be aimed at ultimately encouraging an effective workforce.

Where a system such as Workpoints is typically focused on the positive recognition of an employee’s actions, it naturally provides such data over time, capturing a history of such actions or behaviours being performed or displayed and thus can be used to support performance reviews. Workpoints provides a solution to both the definition and awareness of desired behaviours and tracks the measurement of performance against it. Better still, the measurement does not occur in distant intervals, but continuously, day to day and in real time. 

Through the process of defining behaviours into the system for the gamified interaction and rewarding of points, all employees can explicitly read, understand and actually experience what an organisation’s intended behaviours should be. The ongoing recognition of these employees for exhibiting these behaviours, or the lack thereof, provides measurable performance and allows real time intervention before, during and after an antiquated review process may occur.


Amanda Mohr (BCom Industrial Psychology, Honours)

Amanda is part of our Behavioural Specialist team here at Workpoints . She is our client advice giver, our multitasker and our personal shopper.
Jillian Dabbs (MCom Industrial Psychology)
Jillian is a part of our Behavioural Specialist team here at Workpoints . She is our content developer, our avid blogger as well as our party planner.

Workpoints is a fully featured reward, recognition and incentives platform that provides you with the tools to create a high performance organisation. Our easy-to-use application integrates simply into any organisation and instantly encourages staff to do the daily grind with excellence and energy. Visit for more info and a free trial!


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