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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. Business Innovation – the Value of Work Processes By Kal Bishop Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.There are other useful definitions in this field, for example, creativity can be defined as consisting of a number of ideas, a number of diverse ideas and a number of novel ideas.There are distinct processes that enhance problem identification and idea generation and, similarly, distinct processes that enhance idea selection, development … 2. Uncovering the Secrets to Effective Performance Management By Allan Mackintosh In many ways there are no secrets to implementing effective performance management. Performance Management is a process and a process which if implemented effectively should ensure that both employees and managers remain both productive and motivated.The actual process itself should hold no secrets. There are simply a number of steps to be considered within the Performance Management process these being as follows:1. Agree roles and responsibilities and the objectives and targets that go with … 3. Uncovering the Secrets to Effective Performance Management By Allan Mackintosh In many ways there are no secrets to implementing effective performance management. Performance Management is a process and a process which if implemented effectively should ensure that both employees and managers remain both productive and motivated.The actual process itself should hold no secrets. There are simply a number of steps to be considered within the Performance Management process these being as follows:1. Agree roles and responsibilities and the objectives and targets that go with … 4. Effective Ways to Give Performance Feedback By Garrett Coan Consequences of Not Giving Effective FeedbackLet’s take a look at some typical examples of what goes on in work environments when managers don’t give good feedback.Example #1: John has been working at his new job for one month. On his first day at work, Wilma, his boss, showed him what to do and got him started on a project. Since then, Wilma has communicated with him mostly through voice mail and e-mail. She walks past his cubicle and says hello a few times each day, but there hasn’t been muc… |
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