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Performance management isn’t simply a once-a-year evaluation
Like most employees, you want to do well in your job. To do that, you need a clear understanding of what is expected of you and need to be able to perform with the tools you’re given. Performance at work is not just about your skills, it also about your willingness to bring performance. What happens if you have the feeling there is more performance left in the tank or even worse. You are wasting too much energy to get the performance necessary.
When done well, performance management is an essential tool that helps employees to realize their full potential, while helping management and HR to get the most out of the workforce.
The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results.
The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results.
‘What is Performance Management?’
Performance management is a set of processes and systems aimed at developing an employee, so they perform their job to the best of their ability.
Performance management isn’t simply a once-a-year evaluation. Good performance management is a continuous, positive collaboration between you, your workplace, and your work behaviour. By staying connected with your work behaviour all year round, you can make the necessary adjustments to your workplace, which gives you the opportunity to support your performance and ability to meet your productivity goals.
Performance management isn’t simply a once-a-year evaluation. Good performance management is a continuous, positive collaboration between you, your workplace, and your work behaviour. By staying connected with your work behaviour all year round, you can make the necessary adjustments to your workplace, which gives you the opportunity to support your performance and ability to meet your productivity goals.
Recognize the importance
Success is not just about having technical and business know-how, it’s also about personal mastery. As well as knowledge and experience, a truly effective person knows how to apply the appropriate workplace tools to the given situation.
Companies who recognise the importance of personal performance skills, actively train their people to improve in these skills, and provide them with the right equipment, continually rise to the top. Is personal performance development a priority in YOUR organisation?
Companies who recognise the importance of personal performance skills, actively train their people to improve in these skills, and provide them with the right equipment, continually rise to the top. Is personal performance development a priority in YOUR organisation?
What is the goal of performance management?
In essence, performance management is about measuring and improving the contribution of the employee to the organisation. A famous quote attributed to Peter Drucker is that “if you can’t measure it, you can’t improve it.” Or alternatively, if you can’t measure it, you can’t manage it. Performance management is about measuring, managing, and improving the contribution of the individual to the organisation.
How do you do performance management?
There are many ways to conduct performance management. In literature, there are two approaches when it comes to performance evaluation.
Behavioural approach: Employees are evaluated based on their behaviours and effort made. Behaviours are identified and evaluated. This approach is suitable for giving detailed feedback on behaviours and by mapping desirable future behaviours. This approach is suitable when individual results are hard to measure. Examples include individual players in a team, support staff, and (oftentimes) HR professionals.
Result-oriented approach: In this approach, employees are evaluated based on objective criteria.
The focus is not on input but output, both in terms of quality and quantity. This approach is suitable when there are multiple ways to do the job. The end-result is key, not how it has been done. Examples include call center employees who have specific success metrics, as well as sales professionals. The evaluation of lawyers and accountants is also highly result-oriented, as they keep track of their billable hours.
Here are 5 tips that will best guide you in leveraging the employee management process within your organisation:
Behavioural approach: Employees are evaluated based on their behaviours and effort made. Behaviours are identified and evaluated. This approach is suitable for giving detailed feedback on behaviours and by mapping desirable future behaviours. This approach is suitable when individual results are hard to measure. Examples include individual players in a team, support staff, and (oftentimes) HR professionals.
Result-oriented approach: In this approach, employees are evaluated based on objective criteria.
The focus is not on input but output, both in terms of quality and quantity. This approach is suitable when there are multiple ways to do the job. The end-result is key, not how it has been done. Examples include call center employees who have specific success metrics, as well as sales professionals. The evaluation of lawyers and accountants is also highly result-oriented, as they keep track of their billable hours.
Here are 5 tips that will best guide you in leveraging the employee management process within your organisation:
- Actively involve the employee.
- Create a culture of continuous learning.
- Create a robust 360-degree feedback system.
- Invest in a good performance management system.
- Create a workforce of one.
How can BakkerElkhuizen help to improve Performance Management?
We can help you providing your employees with the right tools to work with. Because we are the ‘ergonomic specialist’ we know everything about setting up a workplace. Also, not every employee needs the same equipment and therefore we are there to give you the advice you may need.
And of course, look at our products!
- Might be interesting to reed: Whitepaper: designing workstations
- Might be interesting to reed: How to set up a mobile workspace?
- Might be interesting to reed: How to set up a fixed workspace?
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