Human Resource

How to Amp Up Efficiency in Performance Management

By June 6, 2019 No Comments

Employee performance is directly proportional to business profitability. Hence, the HR department in organisations today are prioritising employee performance management. Unlike the old days, employee performance management is no longer only about reviews and appraisals. Today, employee performance management is a much more holistic approach that optimises productivity. Of course, performance reviews and appraisals are still a part of it but so are employee learning and development options, performance standards and evolving measurement practices.

Effective performance management have bold benefits for any organisation, be it talent retention, employee satisfaction and thereby consistent productive performance. Therefore, here’s a look at some ways through which efficiency in performance management can be amped up.

Setting effective goals by defining and communicating ably the organisation goals and performance objectives

It is quite simple to see that your employees cannot deliver the expected results if they are not clear about the targets to be achieved. Outline the goals and objectives of a company clearly and visually aid the communication if needed. Disseminate this knowledge through emails, meetings, discussions, etc. to avoid the gap between actual employee performance and the expected one. Goal-tracking and talent management software tools like PeopleWorks can further aid you in this regard.

Think about performance coaching and create avenues for learning and development

Do not focus only on correction of poor performance but approach performance management sessions as an opportunity for performance coaching as well. In this way, you are not just trying to bring up the mean performance level but rather exploring the upper limits of performance potential. Provide them with required tips on improvement and coaching, skill development opportunities, assisted formal courses, etc. This will help you build a capable workforce.

Offer frequent feedback and encourage positive behaviour in employees

Positive reinforcement through carefully structured reviews are shown to lead towards better delivery of objectives. Strengthening positive conduct and building self-esteem motivates employees enormously. This, in turn, leads to better reception of feedback. Thus, frequent and recent feedback about few things at a time is easier to process for an employee and thus you end up affirming their work and also shaping their work effectively. Other than the software tools, basic Google forms, Survey Monkey or even an email request can assist in this venture.

Try new approaches like software tools, peer reviews, etc.

Performance management software tools save time, are consistently upgraded, streamline strategies—in short—they let your performance management process stay on top of everything. With friendly interface and multitude of value added services, it is the need of the hour to invest in such tools. Also, it pays to consider new approaches in the HR scenario like peer review where effective co-worker feedback can be efficiently used to better communication and development. Other such approaches include usage of charts, open floors, 360-degree views, etc.

Be open to discuss and hold regular meetings

Sometimes, just the willingness to listen to your employees gives them the assurance of being heard and therefore, recognised. Regular progress meetings to keep track of development and improvement, to set concurrent goals, to praise accomplishments, to announce and unveil new plans, etc. ensure the smooth running of the machinery.

Approaches towards the improvement of efficiency in performance management may differ from one company to the other but these simple steps will work fabulously if implemented. These efficient practices will bring in a wide range of benefits for both the employees and the organisation by creating the right environment for success in work.  Remember to embrace new processes that take into account more factors than the management views and focus on the future more than the past.