Performance Management

There is more to Performance Management than just rating

31 Oct, 2018

Making sure you get the most out of your staff members is an important part of running any successful organisation. This means promoting employee effectiveness and taking steps to help people improve themselves as well as the overall outcomes of the business going forward. A part of this is certainly regular performance reviews and ratings, but in order to achieve more for them and for the business, it’s important to go beyond that and make it a continuous process.


This continuous process should be about setting goals, reviewing progress and discussing how improvements can be made regularly. There is a lot more to good performance management than simply offering ratings and leaving it at that. We’re now going to look at this issue in more depth to find out how you can approach performance management better and achieve better long-term outcomes for your employees and tour organisation alike, so read on now.


What Are the Key Features in a Performance Management System?


Your performance management system will first of all need to cover a wide range of jobs inside the business. Your approach to this system should also directly relate to the key things you hope to achieve with your business going forward. In that regard, it should be aligned with your long-term strategic goals and help you work towards ultimately achieving them.


You should aim to paint an accurate and comprehensive portrait of each employee’s performance because only this will help you see where problems lie and how they can be fixed. There definitely needs to be a collaborative aspect to the system as well because this will allow you to set objectives together and work on progressing as a team, rather than it being antagonistic.


Both positive feedback for good work and constructive feedback when improvements are needed can and should be included in the system. Good communication must go hand in hand with that so you can ensure that feedback is received and acted upon in the right way. You can also go as far as to offer new training and learning opportunities to employees you feel need them. Your business and individual employees will benefit from this.


Which is the Best Method for Performance Appraisal?

First of all, you should hold a performance appraisal meeting with each staff member. This is important because it gives you the opportunity to sit down together and talk about the important points regarding each individual’s performance. As part of this, there should be some form of self-assessment in which the employee discusses things from their point of view and how they think they’ve performed over the review period.


Using any relevant notes and documents, managers can then respond to the self-assessment segment by bringing up both positives and negatives that they feel need to be highlighted and discussed during the appraisal. The gap between these two assessments, one from the employee and the other from the manager, can be revealing and open up new lines of discussion during the appraisal.


You can then discuss any of the issues acting as barriers in the way of the employee achieving goals. It might be possible for the management to make changes that help that particular employee succeed going forward. When there are severe disagreements over the appraisal outcomes between the manager and the employee, a peer review system can be used to de-escalate and reach fair conclusions for all involved.


Objectives and Key Results


The new philosophy of OKR (Objectives and Key Results) is one that is used by large companies such as Google when it comes to performance management issues. It’s an interesting approach and one that’s worth talking about if your business is currently in the process of changing how you approach the matter of performance management.


The system makes it easier and smoother when setting targets with employees, and the interface makes it possible for everyone to remain on the same page. Employees will be able to see what their current situation is and what their current targets and goals are, and it can keep track of all of the important issues in this area.


It’s all about working together to achieve common objectives because it’s often the case that what’s good for the business is also what’s good for the employee. And with a new system like this making it possible to align those goals and streamline the process like never before, you can’t really go far wrong.


How to Ensure an Excellent Performance Record Consistently

If you want to achieve consistently high performance levels from your staff members, you first need to make sure that your performance management system is being used and applied consistently across the board. This is the least your employees should expect from you, and working to make this happen will ultimately make things better for everyone.


As well as reviewing employee performance levels consistently and offering the right feedback, you should also review your system and think about how you can improve your approach to it and how you use it. As your business changes and grows, you should change how you approach performance management too so that things can remain properly aligned.


Be clear and improve communication so that people always know what’s expected from them in the workplace. Doing this will help everyone to understand what they’re working towards and what they need to do to satisfy management. Offering constructive feedback is one of the most helpful things you can do because if it’s all too negative, it won’t help you improve performance levels the way you want to. Try to avoid being too subjective or using inflammatory language because this just makes achieving consistency too hard.


Performance management doesn’t have to be overly complicated, so make use of the information outlined here if you’re not sure how to approach it and how to achieve more. With the right approach and a little creativity, you will be able to help your employees offer more to the long-term success of your business.

Henrik Dannert

Henrik Dannert


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