Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization.
The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance workforce.
What exactly do you need your employees to do? To be effective, the description should take into account all aspects of the job.
If you don’t have a job description for a position, a good starting point is to have the employee and his/her supervisor document, what is actually being done.
In addition to the duties and functions that are being performed, make sure to capture the basic requirements of the job, especially its mental, physical and environmental aspects.
Then weigh how much time should be spent doing each of the functions in a work week and then rank the importance of each.
One of the most important things to do when addressing employee performance is to establish a process that is applied across your workforce in a fair and consistent manner – to treat your worst employee the same as you treat your best employee.
Once the standards are established and communicated, every employee should be held accountable to meet the standards for his or her job.
Your goal should be to compare employees’ performance without bias or consideration of personal circumstances.
Job descriptions, goals and evaluations should be written in detail and signed off on by employees and their supervisors. This written documentation helps ensure that everyone understands the expectations.
It also provides an opportunity for two-way feedback on past, current and future performance.
After job requirements and employee goals are established, you and the employee should constantly monitor and evaluate progress. Formal evaluations should be supplemented with interim sit-down meetings.
Touch base on what the employee has accomplished, what still needs to be done, any new duties and responsibilities and any obstacles keeping the employee from completing their goals.
Each meeting should have an appropriate level of written documentation. You should also be providing informal feedback on a regular basis.
All of the work involved in creating and maintaining your performance management system is wasted if you do nothing with it. After evaluating the employee’s job performance, you must take action to reinforce the result.
This is the time to reward your star performers in a personalized way and correct poor performers in a productive way.
Ukomelela-HR Solutions can assist as follows:
Contact us, for more information about our performance management services.