1:  Set and define goals

Goal setting is the best way to better performance among employees. It has been demonstrated that effective goal setting:

    • Allows the employee to focus on what’s important

    • Aligns individual objectives with business objectives

    • Optimizes individual performance

    • Helps to identify key result areas and work on improvement 

Efficient performance management techniques will place goal setting as one of the integral requirements. As a manager, you should set goals that benefit both employee and business performance.

 

2:  Set expectations

A good performance management process will set clear expectations from both a manager and an employee perspective. As a manager, it’s crucial to set manageable expectations from your employees. 

To set expectations that will actually bring results: 

  • Define– Let employees know exactly what your expectations are from them in clear terms 

  • Back up reasonings– Explain how your expectations will help in fulfilling your business objectives

  • Document expectations– Have documentation in place

This will facilitate better business performance. Furthermore, it will encourage the personal development of the employee.

 

3:  Promote effective communication

When implementing or revamping your performance management processes, communication is a necessary part to focus on. A company with a good culture of communication results in employees who are more engaged and have an alignment of personal objectives with business objectives.

Management tips to build a pro-communication environment: 

  • Managers should take time to indulge in one-to-one interactions with employees 
  • Provide continuous feedback and coaching to build a workforce with varied skills 
  • Conduct frequent team building activities
  • Promote collaboration and communication as part of your culture

4: Set standards 

 

The most important objective of performance management is to set standards. Each organization should have a plan for evaluating employee performance. Failure to accomplish the performance standards could mean:

  • Lack of effort on the employees’ part
  • Not enough resources were available to complete tasks
  • Failure of cooperation or collaboration from the team or manager 

Effective performance management techniques will be able to highlight what’s lacking and what deserves credit. The strengths and weaknesses of your company will become more evident and hence, easier to improve. 

 

Conclusion 

An efficient performance management process can bring a lot to the table, and getting to know the objectives is a tiny, but essential part. The overall objectives are to enhance: 

  • Individual objectives along with organizational objectives
  • Enhance skills and personal development of employees 
  • Encourage work that aids in fulfilling business goals

 

 


 

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