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