Abstract
Performance management is a core process in many businesses. It is used to drive the achievement of organisational goals through the ongoing measurement of employee performance. Each employee in the workplace is required to perform a particular role to a required standard. The role they perform is influenced by their unique qualities, traits and belief systems and these facets are further influenced by their work environment.
Employees have been required to adjust to new ways of working as a result of the onset of the COVID-19 pandemic. This has meant a significant change in their work environment due to remote working and the need to navigate personal responsibilities while performing their work duties. Furthermore, there was an added challenge for employees who had to adjust to changes in the company-wide performance management process.
This dissertation describes a study that aimed to understand the influence of performance management process changes on the work identities of employees during the COVID-19 pandemic. A qualitative approach was followed within a single case study. A purposive non-probability sampling technique was used when selecting the participants. The sample consisted of 15 participants at management and professional levels who were eligible for bonuses. The data was collected through the use of semi-structured interviews. The study followed the constant comparative process in the grounded theory technique to analyse the data.
The study confirmed that COVID-19 resulted in changes in the performance management process. Furthermore, it confirmed that employees had to navigate their personal responsibilities while performing their work responsibilities in their remote settings. The study determined a clear link between the work identities of employees to factors that drive high performance, such as organisational support, clear performance goals and incentives. However, in order to effectively drive high performance throughout the pandemic, human resources and leadership teams within organisations needed to provide substantial performance support and employee support as an ongoing commitment.