It's All About Performance - Or Is It?Learn Management Articles on management-info.biz. It's All About Performance - Or Is It? article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
Someone wise once said 'we seem to hire people for what they know and fire them for how they do it.' Performance management is all about improving performance and the satisfaction of employees. Delivering the results the organization requires and the needs of the individuals. Performance without satisfaction, often the mistake made, is going to be short term. Using this as our basis for an effective performance management system, it becomes evident that all the other supporting people management systems have to be in place as well. The planning, development and rewards aspects of managing people are necessary to ensure they know what is expected of them and that they will be recognised, rewarded and provided with the development necessary to do their job and prepare for future roles. The two major aspects to performance are what people do and how they do it. We have covered these in previous articles. We have talked about defining and measuring what people are hired to do and discussed certain competencies and behaviours which set standards as to how they are to perform. If these are in place, documented and understood, then you have the basics of an effective performance management system. Now all that is needed is a process where manager and employee sit down regularly set goals and discuss performance and satisfaction - looking back to review and looking forward to set further goals and plan for development needs, job changes and any other issues that need to be addressed to improve the future performance and satisfaction. Why do performance management systems fail so often? For a management tool that has been around for a long time, performance management systems are often quite ineffective and do not deliver the results needed. Our experience has been that the major cause is lack of commitment from the top. The CEO needs to embrace it and it should be seen as part of every manager's job - not an extra. Training may be needed for this for both managers and employees. What does a good performance management system deliver? In simple business terms a good system delivers improved results for the organization. These results are sustained over time by people who enjoy improved satisfaction and achievement from their work. What does an effective system look like? It looks simple. It provides an ongoing process for people to perform well by: * Agreeing goals and behaviours * Agreeing measures - how will we know we have achieved? * Providing regular feedback * Evaluating any gaps * Taking action to close gaps * Celebrating successes * Agreeing new goals But on its own this is not enough. It needs to be supported by providing: * Worthwhile work - people have to believe their work makes a contribution * Clearly defined and demonstrated company values * Appropriate rewards People want to know how to deliver results, why they should deliver them and gain satisfaction and recognition for doing so. Steps for implementation To implement a successful performance management system: * Clarify and communicate your values and required behaviours * Clarify jobs, where they fit and what they should deliver * Introduce the system and train all users - managers and employees * Implement and use the system * Measure your improved results and satisfaction
Providing consistent follow through, recognition and rewards for good performance along with appropriate corrective actions where standards are not met should help consolidate the process into the organization. |
More Articles:1. Why Management Kills Creativity By Azriel Winnett Ten or so years ago, an international consultant, specializing in employee involvement and team development, published a story relating to workplace communication that is heartwarming and damning at the same time. In 1981, Peter Grazer was working as the project engineer on a construction project to modernize a silicon manufacturing facility in St. Louis, Missouri. A crew of ironworkers had been assigned a particularly daunting task of erecting some structural steel in a difficult to reach … 2. Ten Top Performance Management Tips* Sadly, Performance Management has got itself a bad reputation. Dreaded by those on the receiving end and considered an unproductive chore by the manager, the value and benefits have been lost. But there is another way and here are Ten Tips to help. Talk to Your People OftenBy building a great relationship with your people you will bring trust, honesty and information. This gives you a head start in Performance Management of your people.Build Feedback InOn the job two-way feedback processes gets… 3. Lessons From Innovative Companies By Marcia Zidle What do the companies 3M, Polaroid, and Walt Disney have in common? All have innovation in their blood. All encourage an innovative spirit at every level of their organization.For example, 3M has a goal to derive 30% of revenues from products less than 4 years old. Research staff spend 15% of their time on projects of their choice. They are encouraged to mingle with customers, take risks and champion ideas. Out of this culture have come the famous Post-it notes and other very profitable p… 4. How to Make a Fortune in the Stock Market >> Stock Market Education ... Using Day Trading Systems How to Make a Fortune in the Stock Market >> Stock Market Education ... Using Day Trading Systems .- BY http://www.MomentumStockTrading.com Profitable day traders and investors recognize that knowing how to pick and trade stocks with momentum is among the fastest and most effective ways to harvest BIG piles of cash in the stock market. The problem is that if you don't know which stocks to look for and how to approach them while limiting your risk, you won't even get close to making some … |
||||
