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Performance management is a series of ongoing management processes that lead to the setting of clear goals and expectations, and then monitoring and evaluating the work of employees to ensure they are performing effectively on a regular basis. The main goal of performance management is to create a productive and organized workplace where people love to perform. The most important aspects of good performance management are:
Performance management is not only about developing individuals and teams, but also the entire workplace system, which must bring out the best in teams and individuals. Good performance management should lead to a more motivated workforce, easier management, and ultimately higher productivity and a better bottom line. In this blog post, you'll learn how to properly use performance management to achieve maximum productivity and a thriving company culture. 1. Onboarding can set the standardPerformance management starts with excellent onboarding. With onboarding, you want to ensure that an employee is integrated into the organization as quickly as possible, receives all the resources they need to deliver value from the first working day, and also feels welcomed and excited about the organization. Outstanding onboarding is also the initial signal an employee gets regarding the company culture including how performance-driven the company really is. There is a big difference between:
In a way, a good onboarding process is an example of how things are managed in the company. 2. Planning and setting professional goalsAligning an employee's goals and activities with the company's vision, mission and corporate objectives is the first step in performance management, along with excellent onboarding. It must be crystal clear how individual goals contribute to the growth of the company and vice versa. If goals are not aligned at the various organizational levels (individual, team, company), it is nearly impossible to achieve peak productivity and performance. One of the most popular techniques to align and monitor goals is called Objectives and Key Results (OKRs). One aspect of alignment is that an employee clearly understands how their personal goals contribute to the overall strategic goals, and the other is that they must have a very clear set of tasks at the operational level. It needs to be clear what tasks and activities an employee needs to perform on a daily basis, and what work needs to be done. In fact, this should already be clearly written in the job description. Objectives, tasks, and activities should naturally change over time, especially with promotions. Each promotion means that an employee has a new set of goals and activities on the calendar that are more challenging than the previous ones. An important point about promotions is to make sure that a promoted employee understands that they will not be successful in the new position if they do the same things as before. When you are promoted, you always have to let go of the past and take on new tasks and responsibilities. New ideas & best tips How to create a |