Performance Management In Times Of Covid19

Delivering Appraisals through GRACE In the coming months organizations are going to observe annual performance appraisals for employees. Although it is a pandemic time, still performance analysis is necessary as an important aspect of both talent development and business growth. Some organizations have Q3/Q4 as the timeline for this process, and some have Q1/Q2 as the timeline next year. The annual appraisal is also probably the most awaited conversation for an employee since parameters such as bonus and promotion could depend on how the year went by in terms of performance

The Key Issues

Here we are discussing measures for effective delivery of appraisals in a remote environment when face-to-face interactions are not possible

The GRACE framework

The new “GRACE” framework is providing some guidance to business leaders and managers.

G – Gratitude.

Express sincere gratitude to your employees and their families for their contribution and support on the personal front.

R – Response. Look at how they responded during the crisis. Some employees might have gone out of their way to support business continuity.

A – Accountability. Look how different employees participated to offer a sense of ownership and accountability at both personal and team levels to deliver productivity.

C – Community. Look at their initiatives to help broader community and support people beyond their own teams/office.

E - Empathy. Managers delivering performance reviews should be compassionate and empathetic with people, irrespective of the nature of the appraisals.

Other considerations

While you apply this framework, few other things to be kept in mind :

  • Ensure that you have a follow-up conversation in person, once physical meetings are possible
  • Reinforce faith and trust in the top-performing employees. to give them confidence and acknowledge their contributions to put rest on their anxiousness for job prospects and their future.
  • Be transparent about the impact on variable/bonus pay on the right level of business context

Hopefully this framework and the points discussed above provide some guidance in dealing with the performance management process.


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