Performance management systems ensure you are leading the most efficient workforce you can.
By setting goals you can easily assess how your staff are performing and make effective changes, depending on their performance.
Here are 6 steps to creating your performance management system:
Work with your employees to outline what the goals are. Consider what you as a manager wants to be achieved and then work out what is achievable in a certain time frame.
Create individual goals for each member of staff. Work with each member and encourage them to self-assess where they think their skills lie and what their own goals are. Use criteria from their job descriptions to set out effective and realistic plans. Remember it is not just about meeting your own goals, but about helping them develop and build as well.
Consistently engage with your employees to keep track of their progress. By having frequent feedback sessions you will be able to resolve issues as they come up. It is better than waiting for two months for a review, only to find your employees have been working ineffectively this whole time.
Work out how you will track their performance. In sales there are targets and figures, or there might be deadlines to meet. Decide this, then make sure they fully understand what they need to reach.
Not just feedback sessions, but bigger overviews to assess whether the goals have been achieved. Take a look back at the work of each individual member: what did they do well, what could they learn from?
Review the goals you set last time and adjust future goals. If the goals were reached, you can consider raising the targets. If they were not reached, question whether they were realistic, or whether they can still be reached with some changes or extra training.
Setting up an effective performance management system can ensure your staff remain on target to achieve their goals, and you can learn how to make your team the most efficient they can be.