Managing employee performance is more than just annual reviews or pointing out what’s wrong—it’s about building a strong foundation for growth, productivity, and mutual success. Performance management, when done right, is an action that can be used to make your employees feel more appreciated, maintained, and focused on a work objective the organization aims to reach.
Here are four simple yet effective steps to objectively manage and develop employee performance.
Step 1: Set Clear Expectations from the Start
The first, as well as the most significant thing, is to establish perfect expectations. The employees must not be left to wonder what success will entail within their position. Starting on the first day, specify the job responsibilities, job objectives, and key performance indicators (KPIs). Ensure that they are aware of how their contribution fits into the large picture.
Regular One-on-One meetings are yet another way to clarify these expectations. Ask your team members what they require and ensure they are made aware of how their performance is to be measured.
Pro Tip: Document expectations and go through them as a team every quarter.
Step 2: Track Performance with Data and Facts
We tend to get into the trap of running by perceived feelings or individual events. Performance management is, however, based on facts-not opinions. Monitor the outcome with objective measures such as task management systems or project dashboards, performance scorecards.
Rather than saying things that do not bring clarity such as and you have to do better, use details, such as your project completion rate increased by 20 percent in the last quarter. The information introduces clarity in the process and assists the leaders and employees in making superior decisions.
Note: Performance monitoring should not be the one giving you an intimidating feeling.
Step 3: Provide Ongoing Feedback and Coaching
Never wait until the yearly review to provide feedback. Periodic review meetings make up the cycle of innovation and inspiration. It may be a close discussion after an assignment or a weekly discussion.
Apply a combination of positive reward and constructive criticism. Be happy when something goes right, whether it is a big win or something minor. When there is an opportunity to improve, provide coaching. Employees tend to act after being given feedback promptly, in an honest and respectful way.
Bonus Tip: Two-way feedback builds trust. Encourage employees to share their thoughts, too.
Step 4: Align Development Plans with Business Goals
The actual performance management should not be so much bound to the present, but it should anticipate the future of the employees. Determine the personalities, strengths, and weaknesses of every employee, as well as their ambitions. Next, arrange their development plans with their career progression, as well as your company’s goals.
Provide training, mentorship, and encouragement to take up new challenges. Development could be learning a new skill, heading a project, or even getting a certification, and either way, it is a demonstration that you have some faith in their development.
Win-win: When employees grow, your business grows too.
Final Thoughts
Excellent performance management is a collaboration- and not a to-do list. Through expectations, performance measuring, giving feedback, and development, you establish a culture of having everyone prosper.
Follow these four steps and see how the engagement of your team, its productivity, and empowerment level increase to new heights.
