{"id":4264,"date":"2018-02-06T12:11:55","date_gmt":"2018-02-06T12:11:55","guid":{"rendered":"https:\/\/www.riaabarkergillette.com\/uk\/?p=4264"},"modified":"2024-11-19T19:51:59","modified_gmt":"2024-11-19T19:51:59","slug":"performance-management","status":"publish","type":"post","link":"https:\/\/www.riaabarkergillette.com\/uk\/performance-management\/","title":{"rendered":"The power of performance management"},"content":{"rendered":"\n

Historically, performance management worked like this: an employee would annually sit down with their manager (having first completed an appraisal form) in a process often rushed and with one eye on the clock. Although this routine is still performed in some organisations, it\u2019s not performance management.<\/p>\n\n\n\n

ACAS<\/a> defines performance management as \u2018A continuous process\u2019 that ensures the performance of employees contributes to the business’s goals; to continuously improve the performance of individuals and that of the organisation.<\/p>\n\n\n\n

Performance management involves the perpetual process of setting goals and objectives and noting performance while giving and receiving ongoing coaching and feedback. Effective performance management contributes to a business\u2019s success. Equally, if it\u2019s ineffective, it will negatively impact it.<\/p>\n\n\n\n

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\u201cEmployees who receive ongoing feedback about their performance are more motivated to perform well in the future\u201d<\/strong><\/p>\n<\/blockquote>\n\n\n\n

Ten ways your business can benefit<\/h3>\n\n\n\n
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  1. Increased performance motivation<\/strong>

    Employees who receive ongoing feedback about their performance will be more motivated to perform well in the future. This also increases the likelihood they will stay with an organisation.
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  2. Increased self-esteem<\/strong>

    There\u2019s a basic human need to be recognised and valued at work.
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  3. Insight<\/strong>

    Managers gain a better understanding of each employee\u2019s contribution to the business.
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  4. A sense of purpose<\/strong>

    Employees better understand what\u2019s expected of them and what it takes to be a successful performer (i.e., the criteria that define their role and its success).
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  5. Fairer\/more appropriate administrative actions<\/strong>

    A performance management system provides valid information that can be used to manage bonuses, promotions, transfers and terminations.
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  6. Clear goals<\/strong>

    The team’s and the business’s goals are made clear, and employees understand the link between what they do and the company\u2019s success.
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  7. Increased competence<\/strong>

    An effective performance management system doesn\u2019t just improve an employee\u2019s performance; it sets a solid foundation. This allows them to grow and become more successful by establishing development plans.
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  8. Misconduct is reduced<\/strong>

    A good performance management system provides an appropriate framework so employee misconduct is clearly defined and identified early \u2013 before it leads to disciplinary action.
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  9. Employee claims<\/strong>

    Data collected through a performance management system can help employers document compliance in adopting fair and reasonable procedures and treating employees well. This can stand you in good stead when facing a claim.
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  10. Performance clarity<\/strong>

    A performance management system allows businesses to quickly identify good and poor performers, forcing line managers to promptly address performance problems.<\/li>\n<\/ol>\n\n\n\n

    Putting your performance management system together<\/h3>\n\n\n\n

    Set clear expectations<\/h4>\n\n\n\n

    Employees should never be left thinking, \u2018what\u2019s expected of me?\u2019. If no standard has been set, they won\u2019t be able to meet it. This often derives from a lack of communication, so always ensure you clearly explain expectations, check an employee\u2019s understanding, and challenge any assumptions.<\/p>\n\n\n\n

    Regular feedback<\/h4>\n\n\n\n

    Managers who excel at managing performance do not wait until the annual appraisal to discuss an employee\u2019s record. This should happen on a regular and informal basis. Formal meetings should also be held to confirm and record discussions that have taken place throughout the year. That way, there are no surprises later.<\/p>\n\n\n\n

    Support and develop<\/h4>\n\n\n\n

    It is little use pointing out where someone is falling short without discussing a plan of action that addresses the issue(s). Effective performance management is about supporting employees to reach their full potential. This could come from mentoring, coaching, training, seminars or other development activities. Employees who perform well need some incentive to continue doing so.<\/p>\n\n\n\n

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    \u201cA performance management system allows businesses to quickly identify good and poor performers\u201d<\/strong><\/p>\n<\/blockquote>\n\n\n\n

    In short:<\/p>\n\n\n\n