Performance Management
How to manage staff performance
Managing employees performance is a continuous process, making sure that the performance of employees contributes to the goals of their teams and the business.
Good Performance Management Means Everyone Knows These Things
what the business is trying to achieve
their role in helping the business achieve its goals
the skill and competencies they need to fulfil their role
the standards of performance required
how they can develop their performance and contribute to development of the business
how they are doing
when there are performance problems and what to do about them.
When Employees Are Performance Managed
If employees are engaged in their work they are more likely to be doing their best for your business. An engaged employee is someone who takes pride in their job and shows loyalty towards their line manager, team or company, and goes the extra mile. This is specifically helpful in areas like customer service, or where employees need to be creative, responsive or adaptable.
The way to manage performance should be fair to all staff and decisions should be based on merit. Managers must not discriminate against employees in the way they manage performance.
All managers with responsibilities for performance management should have a clear understanding on how to manage performance effectively. This should include information on the objectives of performance management, how it will operate and what their role will be.
Employees will also need training in how to set their objectives and training in other aspects of the system.
Three Aspects to Planning An Individual’s Performance
- Objectives which the employee is expected to achieve
- Competencies or behaviours – the way in which employees work towards their objectives
- Personal Development – the development employees need in order to achieve objectives and realise their potential.
A regular dialogue between line managers and their team members is at the heart of performance management.
Managers should discuss work as it goes along by holding regular informal meetings covering how the employee is doing in terms of the three aspects (as specified above), in addition any personal competencies that could be added to the employees record of achievement, any areas to work on and any concerns about performance.
These can feed into the employee’s development plan.
Performance Reviews
Typically this task will have three elements:
- Regular informal meetings where line managers discuss current work and development
- Formal interim meetings to discuss progress against performance plan
- Annual appraisal reviews where the work of the year is discussed and feedback is given
Whether you have an underperforming employee or would like advice on proactive best practice management to keep your employees on track and successful in their roles – contact Cluer HR.
not sure what to do next?
For help and advice on Performance Managing your team please get in touch to discuss your requirements further.
Did you know?
At Cluer we offer bespoke retained packages tailored to your requirements.
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