Performance management: it’s one of those areas that every organisation knows is important, but not everyone gets right. In many companies, it’s still stuck in the realm of once-a-year appraisals and vague goals scribbled in Word documents. But as expectations evolve and the workforce becomes more dynamic, outdated performance processes can hold your people, and your organisation, back.
So how do you know if your performance management process is truly performing?
Let’s explore what good looks like today, and how the right technology can support a more agile, people-focused approach that drives real results.
The old-school “annual review” just doesn’t cut it anymore. Today’s employees want regular check-ins, real-time feedback, and the chance to adjust course before it’s too late. A high-performing performance management process creates a culture of ongoing dialogue, where feedback is timely, constructive, and two-way.
Take HiBob’s performance feature, for example. It allows for continuous feedback between peers and managers, so praise and guidance become part of everyday working life, rather than something that’s stored up for once a year. This not only helps individuals develop, but also boosts engagement and motivation.
Clarity around goals is essential. But more than that, your people need to understand how their goals fit into the bigger picture. A top-performing process connects individual objectives to team and company-wide KPIs – giving everyone a shared sense of purpose.
With HiBob, employees can set, track, and update goals in real time. Managers can see how those goals ladder up to wider business objectives, and teams can adjust priorities as circumstances change. That’s a huge advantage in today’s fast-moving environment.
The success of any performance management process hinges on your managers. But let’s be honest: many feel ill-equipped or unsupported when it comes to having productive performance conversations.
That’s where automation and smart design can make a big difference. HiBob helps managers by guiding them through review processes with structured templates, reminders, and accessible feedback tools. No more chasing forms or guesswork about what to say, just a consistent, supportive approach that managers (and employees) can trust.
High-performing teams thrive in environments where performance expectations are clear, feedback is fair, and everyone gets a voice. That requires a performance management system that’s built with inclusion and transparency in mind.
A particular highlight of HiBob’s platform is their 360° reviews, bringing in feedback from peers, direct reports, and even cross-functional collaborators. This gives a more balanced view of performance and reduces the bias that can creep in when only one person holds the pen.
It also allows employees to request reviews or feedback themselves, putting some of the power back in their hands and helping them take ownership of their own growth and development.
Performance reviews should do more than tick a compliance box, they should generate real insight to help people grow and help the business thrive.
This is where your HR system’s reporting suite comes in, to enable HR and leadership teams to track performance trends across departments, identify high-potential individuals, and spot areas where support might be needed. This data-driven approach helps you make smarter talent decisions and improve the overall employee experience.
Above all, performance management should be a human process. It’s about people – how they grow, what motivates them, and how they can succeed in their roles. A top performer in performance management keeps empathy, personalisation, and flexibility at its core.
Some traditional systems can come across as quite cold and formulaic, but newer entrants to the market like HiBob have an interface that is user-friendly and conversational, helping people feel comfortable and confident when engaging with it. Whether you’re requesting feedback, preparing for a review, or setting new goals, it feels like a conversation – not a formality.
In today’s world of work, performance management isn’t just about accountability – it’s about development, alignment, and engagement. If your current process doesn’t tick these boxes, it might be time for an upgrade.
And remember: when your performance management process performs at its best, your people can too.
We’ve used examples of the HiBob system throughout this piece, because we know it offers a really great solution – you can find out more and see it in action here. If you’re already a HiBob user but feel you’re not making the most of their performance management module, why not enlist the help of our consultants to optimise your system’s configuration and tailor it to your team’s needs.
Assad founded Phase 3 in 2004 and is responsible for the strategy, growth and finances of the business.
