With the ongoing COVID-19 pandemic acting as an unexpected catalyst for change, how we work is rapidly evolving. Of all the developments that have emerged during the “new normal” of the last six months, the biggest shift can be summed up rather succinctly with three simple words:
Work. From. Home.
While it is true that remote/virtual work has seen a significant increase in popularity over the last few years (particularly among forward-thinking enterprise organizations), pandemic uncertainty has forced many businesses to leave their HR comfort zones and adopt some form or another of a fully remote work model. For many of our clients, this adventure into the unknown depths of Human Capital Management has manifested as a rollercoaster ride of trial and error – one defined by the search for synergy between company culture, agile technology and industry best practices. One of the biggest challenges our clients have faced as remote work continues its transition from short-term anomaly to standard industry practice has been how best to remotely evaluate employee performance (i.e., the perennial elephant in the talent management room).
Most HCM practitioners would likely agree that performance management is complicated. From constantly evolving frameworks to the ever-lasting struggle