November 16, 2016 Leave a comment
Performance management is a much more than correcting negative behavior throughout the year and recapping performance once-per-year with an annual performance review. It is much more.
Performance management includes activities such as joint goal setting, continuous progress review and frequent communication. The idea is to align an individuals core-competencies and goals to an organization’s core-competencies and goals. The idea is to ensure resources like talent are valued and maximized (monitored and respected), as much as resources like technology, equipment and finances are monitored and respected.
Performance management refocuses the lens on the individual, ensuring they have all of the knowledge, resources and motivation to exceed their capabilities and expectations… and because the individual does, so does the team and organization.
Checklist For Your Performance Management System
An effective performance management system will:
- Support each employee by being job specific, based on well written job descriptions, key performance indicators and job-related activities.
- Hire the right people by using a measurable interview / selection process (a BEI).
- Align with your organization’s strategic direction, culture and values.
- Be practical and easy to understand and use.
- Have the manager and employee work together to set personal and professional goals and behaviors… including measurement criteria. This includes why each goal and behavior is (or is not), important. This includes hard and soft skills.
- Create opportunities for clear and regular communication between managers and employees.
- Provide training and development opportunities for improving performance and helping employees achieve their work and career goals.
- Work with each employee to ensure their 3 top priorities (daily), are reflective of the agreed upon goals and Important Work (with exception of interdepartmental Urgent Work).
- Agree in advance how challenges will be managed.
- Provide ongoing constructive feedback when improvement is needed as well as positive feedback (praise), for work that exceeds agreed upon expectations.
- Train managers on how to manage, mentor, coach employees and how to have difficult conversations.
- Ensure there is commitment from management to quickly act on situations that are both positive and negative to support the process, the individual and the team.
- Periodically review the performance management process to ensure it is being applied consistently.
- Ensure each employee keeps a copy of the performance plan (work plan) so that they can refer to it.
- Establish an appeals process.
- Designing effective compensation and reward systems looking at the benefit of Intrinsic and Extrinsic motivators.
- Perform exit interviews to understand the cause of employee discontentment.
Each should refer to their goals regularly and meet to evaluate progress and make many smaller adjustments throughout the year.
If you are looking to create lasting change look to how you can motivate your employees. When employees – and leaders are motivated they will do more… do it better… and finish earlier.
Happy communicating, mentoring, motivating… and training.
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