Performance Management

Performance Management

Performance management is a set of processes and systems aimed at developing employees, so they perform their job to the best of their ability. The goal is to help employees build on skills that enable them to perform better in their roles, reach their potential, and boost their success while also accomplishing the strategic goals of the organization. Effective performance management establishes a continuous conversation between employees, managers, and HR. The performance management process is strategic and systematic. It combines verbal and written components, which take place throughout the year, culminating in an annual performance appraisal. The process involves the following: *Establishing clear expectations, *Setting individual objectives and goals that align with team and organizational goals, *providing ongoing feedback, and *Evaluating results. Career decisions, including promotions, bonuses, and dismissals, are linked to the performance management process.
Performance management aims to develop the skills and competencies employees need to improve performance and success in their job. In turn, these skills help the organization meet its goals. However, a Better works study reported that 21% of employees say their goals are set annually and never looked at again, while 16% say they do not set any goals. A third of employees report that they don’t have one-to-ones with managers or receive feedback to help them work towards goals more than twice a year. 1 in 10 employees claim they rarely or never receive this type of feedback. Performance management goals include setting performance expectations so that employees have clarity on what is expected of them and what they can gain by meeting these expectations, including compensation, rewards, or even a promotion. Continuous, real-time feedback helps employees understand where they are, learn, self-correct, and grow. They can constantly improve their performance at work, providing them with a greater sense of accomplishment. This equips the organization with a skilled, engaged, and qualified workforce. If the above performance management goals are achieved, there are several benefits for both your employees and the wider organization. Establishing a continuous line of communication with employees and monitoring their skills, learning, and training developments helps uncover potential skills and performance gaps in the organization. You can then work to close these, providing the business with a strong competitive advantage.
When carried out effectively, performance management sets expectations for your employees in a transparent way. It provides them with learning and development opportunities, a clear career path in the organization, and an understanding of their role’s impact on meeting organizational goals. Plus, continuous performance management helps employees feel valued and cared for, making them more open to receiving constructive feedback and working to improve. When an employee can see their progression at work and clearly understands their career path and what they need to do to earn a promotion, it leads to more engaged employees who are likely to stay with your organization.
Establishing a culture of communication, transparency, and trust begins with leadership and HR initiatives that will trickle down to the rest of the organization. That includes the nature of your performance management process and a transparent performance management policy. When managers are open and give honest, constructive feedback to employees, this encourages employees also to be open and honest, building mutual trust. It also fosters a healthy overall culture. Managing employee performance ultimately leads to significant improvements in organizational performance, including revenue growth and customer satisfaction. Helping your employees learn, develop and perform better in their roles has a positive knock-on effect on the wider business. According to Bryan Adelson, a consultant at Red Clover HR, organizations need to understand the “why” behind their performance management strategy. “Why are they conducting these conversations in the first place, what is their value, and what takeaways do they want from them? Understanding these questions will ultimately help structure and provide the most effective outcomes to the employee and organization,” Adelson points out. A typical performance management cycle has four key stages, i.e. 1. Planning, 2.Monitoring, 3. Developing, 4. Rating & rewarding.
Performance management process best practices are: Evaluate what currently is and isn’t working; Choose the right approach ( like behavioral approach; result-oriented approach etc.); Meet & train managers; Help sets SMART goals; Apply continuous performance management; Set up a formal system; Help workers create employee development plans & Employ technology.
Performance management is a crucial aspect of any organization’s success. By focusing on goal- and expectation-setting and creating a continuous performance management process, you’re empowering your employees to develop and improve every day and ultimately setting your organization up for success.
(Writer can be reached at: sjugeshwor7@gmail.com)

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