Performance Management

All employees come to work to do their job to the best of their abilities. Managing Performance in your Business

Generally, this is true, however, sometimes unfortunately not.  Further, for many, those who do work are looking for more than just the job they do today.

An effective performance management system is crucial in managing employee performance and the long term performance of the organisation.

Performance management systems are not about just managing underperformance.  They are a critical tool which underpins the growth and success of a business through,

  • making sure employees understand where they fit in the organisation and the importance of their work and contributions to the overall goals of the business;
  • making sure employees understand their role and the skills and expectations the organisation has in relation to them fulfilling the role;
  • identifying the potential of employees for longevity of employment; and
  • creating certainty and transparency for rewards, recognition and training/development opportunities.

Performance management systems are often viewed negatively by both employers and employees.  Some employers see them as a time consuming paper mounting process – that is “If I’m not telling my employees they are not doing a good job then they must be performing!”  Additionally, employees can look at performance management skeptically – that is “We’re just going through the compliance motions without any benefit” or “Management are just using this to keep an eye on everyone – and to have a paper trail to get rid of those they don’t like or want here.”

However, performance management practices can have a positive influence on organisationl performance as well as individual employee satisfaction and loyalty by,

  • regularly providing open and transparent feedback to employees thereby acknowledging good work and appreciation (we all like to be told when we have done something well and to feel noticed),
  • establishing clear and transparent linkages between performance and compensation, recognition and reward,
  • providing necessary and development training and learning opportunities,
  • facilitating open two-way communication, and
  • providing maximum opportunities for career growth.

Performance management systems don’t need to be cumbersome and drawn out.

Let us help!