Foundation for effective performance management

19th Nov 2015

Performance management is about partnership and motivation. When this perspective is shared with your team, performance management becomes a powerful tool that helps your team to become more successful.

 

Benefits of performance management

Part of the performance management main role is informing the employees about their roles & responsibilities, the expected outcomes, and goal.

 

1. Clear Roles and Responsibilities

If your team members know what they are supposed to be doing, they will be motivated to accomplish their work and there will not be any loss of motion due to uncertainty or confusion.

 

2. Clear expectation

Employees are more likely to take ownership of their work and to be committed to the expected outcomes. They will be willing to take risks, to put in extra effort, and to view their own role as that of a partnership with you and with the rest of the team.

 

3. Clear Goals

When the goals are clear and being pursued, and each one of the team knows the value of him/her contribution in these goals, then everyone will contribute effectively to the organization’s strategic goals.

Performance management also helps managers to develop their team members building on strengths that the company needs. It stretches their capabilities and challenge them to step outside of their comfort zone. So, this will provide individual growth and fuel the employees’ enthusiasm for their job.

 

Laying the foundation for effective performance management

  1. Define the purpose of the job, the duties, and responsibilities. Be sure that you can clearly identify how your employees will be measured on each aspects of their performance. Clearly define what is expected and what they are supposed to achieve.
  2. Make sure that the job description for each position is matching with what the job actually entails. Check if it needs to be updated.
  3. Be certain that you are thinking about the role of the job itself, and not the person who might currently be in the role. Decide what the most important outcomes or results are that you need from that position.
  4. Set SMART Goals.
  5. Define priorities
  6. Define performance standards:
    Employees should understand what the standards are and how they should implement them.
  7. Provide feedback:
    Performance management is a year-round process. Sometimes managers think of the annual performance review as the time to manage performance. But leaving your discussions about performance to just once per year is setting your employees up for trouble.
Performance Management