Why should you measure performance?
Why should you measure performance?
Performance management ………………..
It is a process that looks at activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organisation, department or employee.
So do we really need to worry if our staff are working hard for our organisation, could they do more, are they enjoying their work or is there a better role for them to undertake.
We probably think about all these things but are we really sure what is happening in your organisation.
- Managing performance is a continuous process
- It helps the organisation plan and change
- It helps employees to understand the organisation and the part they play in that organisation
- Helps managers to build a better relationship with employees
- Performance should be managed in a way that is fair to all staff
The chart below shows how all areas of the business interlink together. This enables everyone to know what direction the business is moving and to understand the role they play to ensure the business succeeds.
Why is managing performance important?
It is a relationship between managers and employees and will be key to how well our employees engage in their work and how well they perform.
If our employees are working well and enjoying their work they will be doing their best for our organisation overall. They will be more likely to go the extra mile and more willing to volunteer to help out in the hour of need.
Managing performance throughout the year involves ongoing communications between employees and managers about how well they are doing and how they can improve.
Employees are likely to engage more with the business’s goals when the performance management system is working well.
- Show pride in their work and show loyalty
- Go the extra mile.
Good performance management ensures everyone knows:
- The business’s goals
- how they can help the business achieve its goals
- the standard of performance required
- competencies and skills they needed to fulfil their role
- how they can develop themselves and contribute to the organisation’s development
- how they are performing
- any problems and what to do about them
Performance Management Process for the employee
- Agree objectives
- Agree competences
- Output or behaviours
What is involved in personal development?
- Personal Development Plan
- Career Planning
How is performance reviewed?
- Keeping a record of progress
- Regular feedback
- Appraise interview
- Rating performance
- Views of others
How do manage under-performance
- Important to give regular feedback
- Support and coaching
- Having that difficult conversation
- Disciplinary action
Procedures needed to monitor Performance Management
Set up an Appraisal Plan
Enable the business owner/manager and the staff an opportunity to talk about how the last 6-12 months have gone
Merit Rises – link with appraisals
An opportunity to add an incentive for employees that have consistently worked above and beyond their role.
Training and Personal Development
Encourage staff to undertake internal or external training
A meeting where managers can brief staff on new projects/products etc. and for staff to explain how they have carried out their duties during the last month, what has gone well and any issues they have had.
If our staff feel we are investing in them, they will invest in the organisation.
I hope you find the information useful and if I can be of any assistance by helping set up any of the suggestions above please do contact me – Maureen Hallett 07866 427 923