HOW ARE YOUR EMPLOYEES PERFORMING ?
Performance Management Can Help Transform Your Business
Performance management helps employers maintain productivity , effectiveness and efficiency in line with the standards outlined in the company mission . That being said , this kind of strategy cannot be thrown together in a single day . You must be willing to put in the time and effort necessary to lay the program ’ s framework then commit to following up to ensure that the process is fluid and that it aligns with your company ’ s culture .
A successful performance management strategy begins with constructing and communicating your plan of action . After all , when your workforce fully understands where the company is headed , they have a better understanding of their roles and how they work in tandem with the big picture .
Communicate Expectations
Employee performance is critical to the longevity and growth of your organization . However , employees won ’ t know at which level to perform unless it is communicated to them . After all , you can ’ t assume that everyone you hire will know what to do , or how to do it , without some type of guidance .
While they may have a certain level of experience in a particular area , it ’ s likely that he or she will still have quite a few questions about what it is they ’ re expected to do in their defined role . Knowing these things will help the employee enjoy their job , advance within the company and realize the importance of their role .
On the flip side , not being given proper training or receiving education on company processes can lead to frustration , low morale and a quick employment separation .
How To Effectively Manage Performance creating a safe space for open discussion , which will help strengthen your relationships . In order to build a stronger relationship , listen to your employees and try to understand whatever information they share with you .
Remember that a percentage of an employee ’ s performance is actually a reflection of the atmosphere in which they work . Therefore , it wouldn ’ t hurt to also ask for feedback on yourself as a manager to find out what you can do better to help them meet their goals .
Dealing With Difficult Employees
Even after you ’ ve placed emphasis on performance management and put in the time and effort needed to structure your plan , you may still end up with an employee who is just not able to work at an acceptable level . Don ’ t fret . After all , this is why you developed a performance management system in the first place .
First , you must remind the employee of the tasks and responsibilities they agreed to take on . If you believe the employee is under performing , don ’ t be afraid to share your concerns with them . Communication is the key in this situation because , if there is any hope of improvement , now is the time to uncover the root cause of the issue .
While this type of discussion can be awkward and difficult , avoiding the situation can negatively impact your entire workforce , which can ultimately trickle down to your customers .
In short , it ’ s best to address negative situations in the workplace head on for the benefit of the entire organization . Never overlook the power and importance of performance management . Give me a call to talk about ways you can implement performance management techniques in your organization .
Performance should be measured by setting goals that are designed to ultimately drive success toward an end result .
During discussions with your employees , be sure to pay attention to what motivates them and be sure to demonstrate your commitment to helping your team members grow personally and professionally .
Employees want to be excited about their work achievements and it ’ s up to you to help get them there . Reasonable resources should be available to employees at all times , which will provide them with the ability to accomplish what it is they were hired to do . Throughout the year , be sure to schedule regular meetings with your employees to stay on top of their progress . This is also a good time to learn about any questions or concerns they may have while by : Desiree Lyon Talent Acquisition Specialist
5775 Perimeter Drive , Suite 200 Dublin , Ohio 43017
( 614 ) 923-6576 desiree . lyon @ reacpa . com