How to manage performance for real results

Performance management for real results

How to manage performance for real results

Performance management is important in busy workforces to continually improve team and individual performances.

There is more pressure on staff in the workplace today, whether it’s doing more work, meeting more deadlines or gaining customer satisfaction targets.

1. Set goals

In managing your staff’s performance effectively, you need to first ask yourself what goals your employees are meant to be achieving. They could have individual goals, team goals or working towards whole business goals.

Work with your employees, either individually or as a group, to plan and establish what those goals are. You can than manage and assess your employee’s performance more effectively.

2. Provide clear guidance

If you are giving them additional goals to work towards, be mindful of how much you are asking. Don’t ask them to take on too much and then leave them to it.

3. Hold regular feedback sessions

They will be expecting feedback so they know they are heading in the right direction. These sessions are important to keep on track of your employees’ performance. You will be able to discuss how far they have worked towards their goals and what they still need to do.

4. Provide support and training

You should continue to provide support and training if necessary. Ensure your staff know how to work towards their goals and keep developing their skills. Training and development is important to ensure their skills stay fresh and they can learn new and more efficient ways of doing things.

5. Be available

Rather than scheduling feedback and development, allow an ‘open-door’ policy. Encourage staff to come and see you with any questions or ideas. It will not only allow you to keep an eye on their progress, it will also keep your staff more engaged and improve communication between employees and management.

It is important not to only manage performance with communication and training, but to reward them for their performance. Rewarding them gives them the motivation to continue performing well and gives underperformers the incentive to perform better.

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