Performance Management Process
Importance of Performance management process
consist of planning, coaching and assessing employee performance
Goal oriented process
Should include incentives that correspond with goals and achievement
Ensure organisational processes are in place
Maximize productivity
Accomplish organisation goals by measuring and improving the value of the workplace
Employer and employee relationship
When is it conducted?
On-going process
Employees needs constant feedback, coaching, direction and development all year round.
The Process
STEP1 : PLANNING
STEP3: REVIEWING AND EVALUATING
Write S.M.A.R.T goals
Set performance standards
Define behaviour
Avoid perception errors
Situation that may occur from performance management process
Business moves too quickly for annual goals to remain static
Ranking and rating actually reduces engagement and de-motivates employees
Communication
Employee Resistance
Ways to resolve the issues
Find a private place to discuss
Use active listening skills
Agree on a mutually acceptable time and place to discuss about the problem
Have transparent communication
Seek common group
Understand everyone's interest
Find the root cause
Ask a third party
Provide training
How can the situation be prevented?
Collaborating with employees when setting objectives
Providing employees with ongoing monitoring and feedback to performance
Providing support and adequate time for improvement when performance problems are identified.
Periodically review the performance management process to ensure it is applied consistently and fairly
Encourage employees to share their thoughts and suggestions. Be open-minded and look for opportunities for improvement
Do not wait until the meeting to inform an employee of unsatisfactory performance.
Work to reduce biases and errors in assessments
Review employee's job description to determine if it reflects the work that the employee is doing
Identify and review the links between the employee's job description, his or her work plan and organisation's goals, objectives and strategic goals
Develop a plan that outlines the tasks or deliverable to be completed, expected results and measures or standards that will be use to evaluate performance
STEP2: MONITOR
Provide feedback
Identify 3 to 5 areas that will be key performance objective of the year
Identify training objectives
Identify career development objectives
Positive feedback
Constructive feedback
Evaluate progress made towards meeting performance objectives
Identify barriers
Share feedback on progress relative to goals
Determine if extra support is required from the managers
Document challenges encountered during the year and identify areas for training and development
Summarise the work accomplished during the previous year relative goals that were set at the beginning of the performance period
Identify and discuss any unforeseen barriers
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