HR apps for Microsoft Teams that support performance management

Annual performance reviews are the New Years’ resolutions of the workplace. Managers and employees agree unrealistic goals and give them a few weeks’ attention. Then, they're forgotten until Christmas. So you need to make a change. And introduce regular conversations and shorter term OKRs (Objectives and Key Results). You already have a great platform for communication and collaboration in Microsoft Teams. But it doesn’t include performance management. So you need HR apps for managing performance in Microsoft Teams and Viva.

Performance reviews won't change overnight. So you need to help managers and employees create new habits. Regular conversations and frequent feedback must form part of company culture. And you need to implement HR apps that make managing performance simple for everyone. So, consider:

• Moving away from annual reviews
• Encouraging managers and employees to take ownership for check-ins
• HR apps for managing performance in Microsoft Teams

Use performance management apps to move away from annual reviews

Most New Years’ resolutions fail by mid-February. Yet many businesses insist on annual reviews with resolution-style goals and it creates almost impossible long-term objectives. So you need more realistic targets and regular conversations to review progress. It's time to move from an annual review to weekly check-ins.

Many HR Directors recognise one-off annual processes aren’t a great way to manage performance. Business priorities change, timelines slip, and by year-end, most goals are irrelevant. But moving to weekly check-ins demands a mindset shift. So you must apply the 1% rule and give managers and employees small steps to create lasting change.

Step one: Shorter term focus. Managers must re-think goal-setting. A year's too long, so it isn't meaningful. Instead, focus on the next few months. Consider milestones not full projects. And use OKRs to align managers and employees, so everyone’s heading in the same direction.

Step two: Discuss goals regularly. Better performance management requires frequent conversations. So use weekly check-ins to review progress, offer feedback and provide support. Targets stay front of mind, and managers help move obstacles. So employees feel more motivated and adjust their course if things start going off track.

Step three: implement HR apps for managing performance in Microsoft Teams. Video chats, calls, even instant messaging. Microsoft Teams has various ways to help build great relationships across the business. But it doesn't track performance. So you need an HR app like Weekly10 where simple templates make weekly check-ins easy.

Encourage managers and employees to take responsibility for checking in. It'llmake performance conversations better

Weekly check-ins are two-way interactions. So the key to their success is getting managers and employees both involved.

Manager responsibilities for managing employee performance

• Drive the conversation: Employees aren't used to weekly check-ins. So managers must set the tone. They need to set aside regular time when employees can speak to them. And demonstrate they care about individuals and not just their work.
• Provide regular feedback and recognition: Lack of transparency's a key issue with annual performance reviews. So managers can't store up feedback. They must give timely recognition and highlight concerns when action's needed. So employees know where they stand and take ownership for driving their own success.
• Take action to overcome obstacles: Sometimes employees need help to achieve their OKRs. So managers must listen carefully and remove blockers preventing success. It builds trust with employees and moves their projects forward.

Employee responsibilities for managing their own performance

• Complete updates: Most employees already provide managers with progress updates, just not in a consistent format. Weekly check-ins offer a simple structure and a single place for comments. So employees can make sure the information's available for managers to review.
• Raise concerns: Annual processes dredge up past problems. But weekly check-ins are proactive. And employees must flag problems as they occur. So managers can address the issues and employees can achieve their goals.
• Recognise others: Recognition must be part of the company culture. Managers can't be the only people to provide it. So employees must recognise a colleague doing a great job and look for opportunities to build each other up. It strengthens relationships and builds collaboration as people see the benefits of supporting their wider team.

Why HR apps for performance reviews are essential

Most managers understand performance management. But moving to weekly check-ins is a change in approach. So you must make the move simple and that means selecting the right HR app. You need something that tracks and steers performance easily and also integrates seamlessly with Microsoft Teams and Microsoft Viva.

Weekly10 is easy-to-use, has simple templates and great reporting. And it speeds up the prep time for formal reviews by 90%. But it doesn't stop at performance management. It also tracks employee engagement through 10Pulse and sentiment insights. So you can spot potential issues and create proactive strategies of support. Importantly, Weekly10 is designed to work with Microsoft Teams, which is critical to successful implementation:

• Easier roll-out: Weekly10's a great fit. So get IT to buy us through AppSource, then pin the app to Microsoft Teams. It really is that easy to get started. There are in-platform templates, workflows, and question banks to share with teams, departments, or everyone. So you can focus on upskilling managers and employees on how weekly check-ins work.
• Better security: You use Microsoft Entra ID (formerly known as Microsoft Azure Active Directory) to manage access. So IT have fewer questions about security. And starters and leavers are automatically processed in line with their access to Microsoft Teams.
• Increased adoption: Most HR systems are yet another piece of technology you need to remember to use. But Weekly10 launches with Microsoft Teams so managers and employees are already in it. And jumping to the check-in element soon becomes second nature.

Doing weekly check-ins well takes practice. And you need the right systems to support managers and employees while they build their skills. So start by changing their habits through shorter-term OKRs and regular communication. Download our latest guide: Embracing Continuous Performance Management to get started 👇