In a perfect world good Performance Management begins at the Recruitment Stage. However, employee performance or aspirations can change during their working careers due to a wide range of factors all of which require managing. Remember, good performers require managing as equally as underachievers.
The Performance Management process is cyclic with Planning, Monitoring, Development, reviewing Performance and Rewarding being the main components. Some points to assist you with this include:
• You should ensure that staff are aware of how their performance is measured and how the Performance Management process operates. All staff should be given a copy of their review and be encouraged to discuss this.
• Set objectives which are SMARTA (Specific, Measurable, Achievable, Realistic, Time sensitive and Agreed). "Agreed" is sometimes a lesser consideration where a more generic review document is used for large numbers of staff doing the same work.
• Address performance issues immediately they are identified. They wont go away by themselves and unaddressed will most likely escalate. Annual of bi-annual reviews should not contain any surprises.
• Be mindful of personal or other circumstances which may be effecting performance
• Action can vary from a simple comment on the run to a more formal pre-arranged counselling session.
• Regardless of the action taken at least make a diary note of what happened to record your actions in addressing the matter. This may be helpful in the future.
• Acknowledge good performance. There is nothing wrong with catching people doing the right thing. Sometimes the fact that you have simply acknowledged someone's efforts will achieve even more from them.
• Ensure that the Performance Review process takes place in a timely manner. Staff sometimes see the importance of these sessions as being their chance to discuss their performance and future with you.
• At review time always give staff the opportunity to discuss their performance and comment as they feel appropriate. Ask about their personal goals and any assistance you can give to help them achieve these. Special training courses can sometimes be used to reward staff and to benefit the business.
• Always ensure that any formal reviews or counselling sessions are carried out in an appropriate environment. Talking to someone about their performance or aspirations in the factory doorway is hardly appropriate and shows little respect for the staff member.
• Good staff reviews are always easy, factual ones are sometimes difficult but necessary. In fairness, staff need to know if there is a problem.
For more tips, contact Michael Syme, Kooyong Ridge Group on 0423 513 260.
View all articles by Michael Syme
For more tips, contact Michael Syme, Kooyong Ridge Group on 0423 513 260.