Please select a language

Melis Oktay

Content Specialist

All Articles

2022 Performance Management Trends

2022 Performance Management Trends

2022 Performance Management Trends
2022 Performance Management Trends

Developments over the past three years have completely changed the way we work within our organizations. While everything is changing so rapidly in the coming years, holding on to the past will only cause companies to rank lower in competition.

While changes are taking place in all areas of the business world, HR departments also need to adapt to this speed. As we keep up with these developments, performance management will become more important in companies to provide a new perspective and valuable feedback on the road to success.

We've gathered some of the performance management trends to help you move forward in the future.


80% of the global workforce now works remotely. All individuals and institutions working remotely, or rather without a desk, have already started to search for mobile tools and processes to be successful. Approximately 2.7 billion people in agriculture, education, healthcare, retail, accommodation, manufacturing, transportation, and construction sectors believe that the future lies in mobile solutions.

In the next few years, especially team management will be only done through mobile applications. The mobile industry has already revolutionized the way people live now it's time to change the way they work!

62% of employees claim mobile access to team information is essential for productivity. 

Due to the hectic lifestyle of constantly moving and the need to connect with the world, mobile apps will be a great solution for business tracking wherever you are. Moving team management to mobile will allow you to consume information when appropriate. Being able to access most of the details about your business on mobile will give you a great advantage in the future.

Annual performance reviews are not enough

Do you know what your employees think of your company? Do they get enough feedback? Is it enough to ask someone once a year if they're okay?

All these questions show that the performance evaluations made once a year lose their effectiveness. 95% of employees are dissatisfied with their company's evaluation system. Performing performance evaluations at more frequent intervals and receiving continuous feedback will be your investment in the future with the lowest budget.

Rapid changes cause future anxiety in employees. You will need constant feedback to learn and address these concerns. Listening to the current situation of your employees and producing effective solutions to their concerns will increase both employee loyalty and your success in the long run.

Speed ​​up your performance appraisal processes

While trends point to constant feedback, we know all the workloads that performance evaluation brings. Performance evaluation, even once a year, is a process that HR departments prepare for months before and after. While it is necessary to provide continuous communication between managers, department heads, and HR, employee follow-up during the evaluation also causes communication traffic.

So what can you do?

With Kolay, you can achieve maximum success in your company's performance management. Thanks to the performance evaluation software Kolay, you can easily set up all your personnel evaluation processes, generate performance evaluation reports of your employees instantly, and create a regular feedback network with your employees with the 360-degree evaluation opportunity. Try right now!

Beware of millennials

Companies need to adapt to generational differences as quickly as possible. Companies are having a hard time recruiting and integrating these young professionals into their day-to-day functions. But to keep innovating and stay competitive, companies need to provide an enabling environment for trend-savvy, tech-savvy people.

For this, make sure you offer millennials as much autonomy and flexibility as possible. Look for different ways to combine your experiences and your view of life. Because it has been proven that in companies where managers pay individual attention to Generation Y, there is an 8-fold increase in organizational agility and a 7-fold increase in innovation.

Transparency in leadership

Transparency has been growing as a performance management trend for several years. So start building your integrity and transparency skills now, which will be your most valuable leadership traits in 2022 and beyond. Transparent leadership means leading with openness and honesty. Such leaders keep their teams in the loop, freely share information, and invite open communication within their companies.

52% of Gen Z and Y say that the most important quality of being a good leader is honesty. Therefore, companies need to embrace these qualities more. You can start by making your weekly progress, plans, and problems public. Do not hesitate to talk to the whole team about the latest status of the company, your goals, the achievements that month, or the results that came out below the expectations by holding monthly meetings. Transparency helps build trust with your team and encourages creativity, teamwork, and commitment. 

Leaders often worry about how their teams will react to certain types of information. Because true transparency often means sharing uncomfortable truths. Excuses like “rumors start” or “people might panic” are also common.

But remember, if you assume that your team is not handling information as well as you can, you are treating them as if they are at a lower level than you. Treat your team as if they are as mature and talented as you. If you can handle it, your team probably can too.

LinkedIn Tips for HR Professionals

LinkedIn Tips for HR Professionals

The next stop after resumes is our LinkedIn profiles! While we keep our individual lives so up to date on different social media platforms, why not share our careers as much as the personal ones?

LinkedIn Tips for HR Professionals
LinkedIn Tips for HR Professionals

Today, having a professional social media account has become a necessity for everyone. Whether you're in a managerial position or just starting your career journey, LinkedIn is the one place you need to be to grow your professional network.

Of course, this is a big part of developing your professional circle while building your brand on LinkedIn and sharing it with your network. You can use LinkedIn on many topics, from building professional relationships to strengthening your company's employer brand.

So what can you do to have a good LinkedIn profile?

Cover photo

Adding a banner to your profile can help you make a good first impression. By using a banner, you can draw more attention to your work or show that you are an ambassador of your company.

If you don't know where to start creating a LinkedIn banner image, you can talk to your marketing team and ask them to do something for the cover photo. You can then distribute this banner to your entire company and contribute to brand awareness for free.

If you don't have a marketing team that can do this for you, you can opt for free tools like Canva or Unsplash. 

  • Remember to stick with brand colors and designs.
  • LinkedIn banner dimensions are 1536 pixels x 768 pixels.

Profile photo

This may seem like an obvious answer to some, but it's important to remember that building your professional network needs to be personal. If you don't currently have a photo on your LinkedIn, or if you're using one from 5 years ago, it's time to update your profile photo.

Your LinkedIn photo should be professional, but it should also reflect your role and personality. Of course, this isn't Instagram, so what we're looking for isn't a photo of you wearing sunglasses, but we're past the headshot era. Just pay attention to the issues listed below for your LinkedIn photo.

A few tips for a good profile photo:

  • Use a simple/plain background.
  • Do not use accessories that cover most of your face.
  • Make sure the lighting is good and your face is visible.
  • Avoid using color-changing filters on the photo.
  • Don't forget to smile!
  • Stick to the LinkedIn size of 300px x 300px.


The title is one of the most important points on your LinkedIn profile. Because this is the place where you define yourself and your role. The challenge is to fit your role into 120 characters. Most people use the title area for their job title and company name. But it's time to change that! 

Tips for an engaging LinkedIn headline:

  • Use language that matches with your target audience.
  • Use a short and quick sentence where your audience can see what you're doing or looking for.

As an HR professional, you know how to communicate better than we do, but don't you think these headlines sound better?

  • If you believe we can do great things together, contact me!
  • I am responsible for the happiness rate in our company :)

Custom URL

This may seem like a minor change, but it will improve the search engine optimization of your LinkedIn profile, making it easier for people to find you. A better option than having random numbers and letters next to your profile. If you're not sure how to change your LinkedIn URL, follow the steps below.

How to create a LinkedIn custom URL

  • Go to your profile page. In the upper right corner you will see the text "Edit your public profile and URL".
  • On the edit page, again on the right, click on the little pencil under the "Edit your personalized URL" heading and change your URL to match your first and last name.
  • Remove any numbers or letters after your name.


LinkedIn gives you a space to introduce yourself. This space is an excellent opportunity to share something about your previous experiences, goals, pursuits, and achievements. If you're considering writing a good LinkedIn summary, you can use these helpful tips.

  • Start your summary with something catchy, people-related.
  • Research keywords for human resources and don't forget to include them in your summary. This will help potential candidates find you more easily.
  • Write your description without straying too far from your colloquialism, and feel free to add bits of your personality.
  • There is a 2,000-character limit in the summary field, but feel free to use it. 
  • Make your summary easy to read by using short paragraphs and punctuation.

Experience section

When people come to search for an HR manager's LinkedIn profile, they will want to learn more about what you currently do and the companies you work for. While it's easy to go straight to the point about your experience, remember to include 1-2 sentences at the beginning to explain what the company does. This description makes it much easier for your visitors to understand what you are doing.

Your profile, where you detail your experience, education, and skills. Just be sure to craft your profile in a way that positions you well for the work you want to do instead of just recapping what you’ve done in the past.


To-Do List

  • Connect with everyone in your company.
  • Like, share, and comment on people's posts. This interaction shows you are paying attention to your connections' posts and can create opportunities for new conversations.
  • Share posts from your organization's LinkedIn page. Show your network what your organization is posting to drive people to the company's LinkedIn page whether it's a job position or a success story!
  • Videos, images, infographics make your posts more shareable with others. But do not personalize your posts as much as Instagram or Facebook.
  • Use hashtags in your posts. When users search for these terms, your posts appear in search results.
  • Expand your HR network to include people from all over the world by accepting connections. Even when adding your links, send them a small message introducing yourself.
  • Follow different HR blogs and media outlets to stay up to date with the latest HR news.
  • Follow groups discussing HR-related topics.

The final tip to help your HR processes

Manage personnel management, performance evaluation, wage evaluation, and shift processes with a single software. Moreover, start using immediately without any installation, maintenance, and training. Don't forget to produce useful LinkedIn content in the remaining time. Try now!

What is a Skill Gap Analysis and Why is it Important?

What is a Skill Gap Analysis and Why is it Important?

What is a Skill Gap Analysis and Why is it Important?

Making skill gap analysis is essential for employee development and company success. As companies grow and get more competitive over time, their goals change too. New things bring new challenges to face along the way, and organizations’ number one goal is to keep overcoming the challenges to deliver their objectives. Every company needs to identify the organizational needs of their goal they need to meet and manage their workforce accordingly.

As we mentioned in our article How to do Strategic Workforce Planning, companies need to have an adequately competent workforce at all times to keep delivering and stay competitive. But, how can one know if their employees and teams are qualified enough to keep up with the challenges of the market? The answer is simple, skill gap analysis. In this article, you can read about skill gap analysis, how you can do it in your organization and why you should care about it. 

What is skill gap analysis?

The skill gap analysis is a project carried out by an organization to evaluate and understand the skills required in their workforce. It helps in understanding the current and future demand for various skills in the market. It also helps identify shortfalls and opportunities when it comes to talent acquisition for skills that are not available internally. 

There are several things to be considered while making a skill gap analysis for your organization; 

  • The skills required internally,
  • Skills available externally,
  • Future demand projections,
  • Skills shortage/surplus projections,
  • Skill gaps projected through the next term

A skill gap is a difference between the skills needed for a job and the skills currently possessed by the person performing it. This difference could be caused by changes in technology, changes in the field of work, or both. Identifying skill gaps are essential in creating a workforce strategy for your organization.

Defining skill gaps in your organization help you in several ways. By keeping track of your team’s qualifications and identifying emerging shortcomings, you can understand how different skill levels affect organizational performance and ensure that your team members have skills relevant to their jobs. 

Also, being aware of the skill gaps in your organization help your employees find their strengths and weaknesses, so they can have an opportunity to grow and let you manage your talent better.

How to do skill gap analysis?

Creating the plan 📋

Before starting the process of skill gap analysis, you need to clarify what is going to be the purpose of this analysis so that you can choose the right way to do it. In general, there are two options for employers to choose from regarding what they are expecting from the analysis. First, you can do a skill gap analysis that focuses on individuals in your company if you are trying to decide whether an employee’s current skill levels are adequate for the job they are doing or applying for.

Also, you can do a skill gap analysis for your whole company. This will help you determine if your current workforce will be enough to meet your organizational goals in your upcoming terms and if they are qualified enough to help your company develop. That way, you can either decide on hiring new talents to fill your projected skills gaps or focus on employee training programs to help your current workforce advance. 

Identify your company’s current skills 🧐

Next up, you should make an extensive, organization-wide competence assessment in your entire company, including every department and employee. Identify the skills you currently need and the skills you will need in the future, determine their importance according to their levels of affecting the smoothness of your workflow and keeping your company successful. That way, you can correctly examine the results of the competency assessments you made in your organization and see which employee has the qualifications that are going to help your company the most.  

Time to act 🏃‍♀️

After making a thorough evaluation of your company’s current competency level, you need to compare it to the requirements of the market and figure out what you need to improve to stay competitive. You can take two different paths here; hiring or training. Since hiring new talents and including them in your workflow is much more costly than just training existing employees and developing them, covering for your skill gaps with employee training programs is the way to go, if it’s possible, of course. 

Identify and cover your skill gaps with Kolay! 👓

The workforce management platform Kolay helps you in all your complex HR processes. With Kolay, you can make goal-based or competency-based performance evaluations to identify your company’s skill gaps! Start your Kolay trial now for free, and take your company one step forward with modern HR solutions.


1- https://whatfix.com/blog/skills-gap-analysis

2- https://www.aihr.com/blog/skills-gap-analysis

View More
Sign Up For 15-Day Free Trial
Create Demo Account

Free for 15 days, no credit card required. Explore all the applications.

Sign Up
View Demo

Watch our 2 minute video to learn what you can do with your Kolay trial account

Watch Now