What is performance management?
In any company there are goals and objectives that must be met. To measure, maintain and improve the quality of work, employers use performance management techniques to motivate and develop staff, check they are working successfully to company goals and identify and improve poor performance.
Here are 4 key practises to implement to manage staff performance:
- Clear direction and communication (planning)
It is important that employees know what they are working towards, so introducing a clear line of personal and organisational objectives will give staff a point of reference. Consistent communication through emails or meetings are useful to check in on progress and make any necessary changes.
- Holding regular performance feedback meetings (ongoing management)
By doing this, employees will gain a sense of how well they are carrying out tasks. These meetings are central in ensuring the quality of work does not diminish and may provide an opportunity to present positive or constructive feedback.
- Reward and Recognition
Ensuring there is high morale within the organisation will lead to higher quality work results. People work harder when they feel appreciated and are a part of a team. Implementing rewards is also an effective way to show employees that you care, that you see their efforts and are pleased with their performance, and that you want them to keep up the good work.
- Outcome and Results
The follow up and review process is arguably the most important in the entire process of performance management. After a project has been completed, (or when you feel necessary) you must meet with the employee to firstly get their point of view on their performance by providing a self-reflection form or meeting. Ask them how they think they carried out their work through a scoring system. You should then offer your opinions by covering what was done well throughout, areas of improvement and discuss plans for the next phases.