For a company to excel, it needs good people. Performance management is vital to ensure that staff aligns with the business’s goals and objectives. Performance management also allows managers to monitor progress against targets and anticipate any potential risks or issues before they become serious problems.
The best performance can only come when people follow their goals. As Henry Ford says: Coming together is a beginning; keeping together is progress; working together is a success. For example, General Electric saw incredible success when they could pull all 250,000 of their employees towards one goal – and it worked!
In many companies, the performance management system is slow and wonky. Even at its best, an organisation might not be working as efficiently as it could. At its worst, changes in markets or technology can make it unable to stay competitive.
For businesses, good performance management is about making sure that everything gets done – and one way to do this would be by setting clear goals for different departments of your company. It starts at the top, with the overall goal, where you make sure everyone knows what they’re working towards – but it doesn’t stop there.
You can set goals for every level of your business below it, so even when people do things like cleaning or talking to customers, they know what they’re working towards. If someone isn’t performing well enough in a particular area – sales or customer service – you can step in right away and fix it before it becomes a problem.
Where Do The Things Get Hard?
In the real world, it is hard to set up a good performance management system. But there are certain traps you might run into. Let’s have a look at some of them:
1. Failing to Set Goals
Goals should drive your business performance management efforts. You need SMART goals specific, measurable, attainable, relevant, and time-bound. Without them, it’s almost impossible to measure success or set clear targets.
Having these goals clearly in place allows everyone involved with your company’s performance management whether you’re a CEO or a junior manager to know exactly what you’re trying to accomplish with your marketing efforts, product launches, expansion into new markets, etc.
Without these goals in place, it’s difficult to determine if they were successful or ultimately ineffective because they lacked direction.
2. Not Delegating Responsibility
You’re a manager and that means you’re responsible for your team. It doesn’t matter if your job title isn’t supervisor or you don’t have an employee code if someone works for you (or reports to you); it falls on you.
Managing up is part of your management performance process. In fact, some managers take it a step further: If there are additional aspects of their staff members’ jobs they can add value to, they will do so to help them achieve success. Assisting employees to achieve their goals translates into better overall business performance.
3. Not Communicating Objectives
If a manager is not clear about goals for an employee, it can lead to poor performance. For example, if a sales manager does not communicate objectives with their sales team members, they might meet objectives that do not align with what upper management wants. The same thing goes for sales team members who aren’t clear on what they should do each day or week. They might complete tasks that don’t support company goals.
To correct communication issues in business performance management programs, you may need to schedule a few one-on-one meetings with team members or even hold group training sessions.
4. Not Giving Feedback Section
If a manager doesn’t provide employees with feedback on how they can improve, then an employee will never know if he is excelling or failing. Business performance management requires that leaders review goals regularly and make changes when needed. Managers need to hold one-on-one meetings with direct reports every quarter so that employees can get feedback about how well they are performing.
With regular check-ins, a manager can spot trends in performance more efficiently, so they can hold employees accountable for their shortcomings, problems can be addressed on priority, and employees can receive positive reinforcement when they exceed expectations.
5. Lacking Motivation
If your employees don’t feel motivated, they will do poor work. It’s as simple as that. You need to provide the reasons they should care about their job. For instance, tell them how their performance is linked with your goals. If you give them clear instructions on what needs to be done and how it contributes to team goals, you won’t have any issues with motivation. Also, remember to recognize exceptional performance in public and private so that employees know when they’ve done well.
That little boost of confidence will certainly help them maintain performance standards. So keep up these two essential activities for better performance management at your organisation!
6. Too Much Bureaucracy
Bureaucracy is an integral part of most businesses, but it can also negatively impact employee motivation. If you don’t keep bureaucracy in check, your employees might become more focused on jumping through hoops than performing their duties. Poor communication is another common issue with too much bureaucracy in place.
And when communication breaks down, it can lead to mistrust, lower productivity, and even a high turnover rate as employees begin looking for jobs elsewhere.
To fix these issues and boost the management performance process, start by eliminating unnecessary paperwork from your process. This includes memos that aren’t necessary or helpful. Create incentives to reward employees for producing good work without constant supervision; a little competition hurts no one!
Develop A Strong Performance Management System
Performance management systems can help you avoid the pitfalls of poor management practices. These systems share common characteristics. Some of these characteristics are:
1. Competency Framework
It doesn’t matter what kind of business you are in. Creating a competency framework is integral to performance management. Essentially, it’s all about identifying and defining what makes up skills, knowledge, and other necessary abilities for employees to do their jobs well. What might seem like common sense or even trivial can impact performance.
When developing your competency framework, a key element is whether you’re building from scratch or adapting from one that already exists within your organisation. The latter is especially important if you plan to measure performance based on existing goals or results metrics tied to formal positions at your company.
2. Measurement Tools
Before you can start measuring performance, you’ll need to define what success looks like. Is your goal to improve retention? Increase employee satisfaction? Reduce turnover? Different performance indicators work best in different situations.
But in general, it’s a good idea to start with at least one primary KPI that will help gauge whether or not your program is working. Another best practice is including qualitative and quantitative metrics to gain broad and deep insights into performance issues.
The more relevant data you have about your employees, their departments, and the company overall, the more effective you’ll be at tweaking your PMS as needed.
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3. Goal Setting
To succeed, every performance management system needs to start with defining goals. Without knowing what you’re trying to achieve, how will you know if you are successful?
Before anything else, each employee should set clear goals for themselves and their company. This can be done formally through goal-setting sessions or informally by keeping your eyes open for growth opportunities.
By setting clear and attainable goals, employees can get an idea of how they fit into your organisation’s grand scheme and help it achieve its potential.
4. Regular Reviews
To get real value from performance reviews, companies should conduct them annually. If you’re working with over one employee, completing a formal evaluation actively throughout the year can help you stay on track. Set calendar reminders for each review meeting to ensure you don’t forget about it.
Additionally, consider conducting evaluations semi-annually or quarterly, so there are multiple opportunities to promote feedback and provide rewards for good performance before sitting down for a full review at year’s end.
When evaluating performance, try to look at goals from both sides the employee and your organisation and give credit where it’s due to ensure that reviews are always positive experiences that benefit everyone involved.
A well-run business has a performance management system in place. The goal of any business is to make a profit and grow. Achieving these goals is not easy, but it is certainly possible with the right tools in place. In this blog post, we’ve outlined six common problems that can prevent businesses from growing and offered solutions to help you overcome them.
A robust performance management system (PMS) can help you develop a strong performance-based culture within your organisation. Having a strong PMS includes increased productivity, better decision-making, and reduced bureaucracy.
If you’re looking for a performance management system that is easy to use and customizable to your needs, consider using workplace analytics software. This type of software can help automate much of the goal-setting and review process, making it simpler for managers to track employee progress and identify areas for improvement.
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Thanks for reading!!
Meera Nair is a workforce management Consultant and talent recognizer working with Workstatus. In her 16 years of experience in the field of resource management, she has been helping businesses to automate employees and workflow management.