Good performance management is one of the most difficult skills for managers to learn. It involves a great deal of empathy and understanding, as well as the ability to actively listen and communicate with employees. And if you’re not doing it right, it can be costly in terms of time, money and morale.
Performance management is the process of managing the performance of an employee. It’s a tool that helps you to make sure your employees are performing at their best and can help you address problems before they become serious issues.
Performance management systems vary in complexity based on what type of business you have, but they all have some things in common:
- They track goals and objectives so that everyone knows what they’re working towards over time (and how well they’re doing).
- They provide regular feedback so that employees know if they need to change course or adjust their approach as circumstances change around them–for example, if a new project comes up or there’s been an organizational shift among leadership ranks.
- They use metrics or other tools for measuring progress towards goals so that managers can easily see whether someone is exceeding expectations or falling short on key elements like deadlines or productivity levels
Establish goals and objectives.
It’s important to define the problem before starting on a solution. In this case, your goal is to improve your fitness and health. The first step is to ask yourself what you would like to achieve in 3-6 months time? Here are some examples:
- Lose 20 pounds (9 kg) and get down to a healthy weight for my height
- Run 10 km without stopping or walking at all
Set up a process to benchmark performance.
Benchmarking is a way to measure performance against a standard. It can be done internally, by comparing your team’s performance to other departments in your organization, or externally by comparing it against industry averages.
You may want to benchmark against competitors as well. This can be done by analyzing their business model and finding out what they do differently than you do (or better). The goal here is not necessarily just copying what they’re doing; rather it’s learning from them and figuring out how you can incorporate those lessons into your own processes and procedures.
Implement an evaluation tool.
The next step is to implement an evaluation tool. This will help you and your team understand how they are performing, and identify areas where they need to improve.
The most common methods of performance management are:
- Self-evaluation – Employees evaluate themselves by answering questions about their own performance in relation to their goals. This can be done in written form or through online surveys.
- 360-degree feedback – Colleagues give anonymous feedback on each other’s behavior and skills. This type of assessment takes into account both sides of the coin–what employees think about each other as well as what others think about them, thus providing a better picture than self-evaluations alone provide.
When choosing which method is best for your organization’s needs, consider factors such as budget constraints; whether you’ll use the tool internally or externally (for example, with clients); whether there are any legal requirements surrounding this type of information collection; etcetera.”
Keep your employees in the loop.
The most important thing you can do to ensure that your employees are on track is to keep them in the loop. This means that if someone is not meeting expectations or not performing, you should let them know as soon as possible.
By keeping your team members informed about their performance and any changes in direction, you will help create an environment where people feel like they are part of the team and can contribute positively towards achieving goals.
Create a structure for feedback and follow-up.
Create a structure for feedback and follow-up.
Feedback should be about performance, not personality.
The best way to ensure that your employees understand how they’re performing is to make sure that the feedback you give them is specific, timely and actionable. Make sure you can point out exactly what it is about their work that needs improvement and then provide them with clear steps on how they can improve in those particular areas.
Communicate often, but not too often, about performance and feedback.
Communicating about performance is a critical part of managing your team. While you don’t want to overdo it and bombard them with emails and other communications, it’s important to make sure that there’s regular communication about how they’re doing. Asking for feedback on their work and providing them with feedback on their work is also important; if you don’t do this, then you might not know what they think of their own performance or how well they’re doing at the company overall.
The best way to ensure effective communication around performance is by being consistent in terms of when these conversations take place, who they involve (e.g., manager or direct report), what type of information gets shared (e.g., project updates vs general career development), etc..
Document only what needs documenting, and make sure it’s done right.
In order to ensure that your documentation is accurate, you should be sure to document only what needs documenting. This can be a challenge because there are so many things that need documenting in modern workplaces. It’s important not to get bogged down in this task and instead focus on what matters most: ensuring that the information you store is accessible by everyone who needs it at any given time (and even if they don’t).
The best way to do this is by creating a filing system for all of your documents so that they’re easy-to-find when needed. You’ll also want them organized in such a way that makes sense for others looking at them–if someone else wants access but doesn’t understand how your system works, then their ability will be limited by their lack of understanding!
There’s a lot more to performance management than just setting goals – it’s about creating a process for providing real-time feedback that is both regular and actionable.
Performance management is not a one-time activity. It’s a process that takes place over time, with each step building upon the last.
The first step in any performance management system is goal setting. Once an employee has identified her goals for the year, she should share them with her manager so that they can be aligned and prioritized together.
Once goals have been set, it’s important to provide regular feedback throughout the year on how well those objectives are being met–and what actions need to be taken next in order for them to be accomplished successfully (or if they’re not going as planned).
We hope that this guide has helped you understand what makes a strong performance management process. It’s not just about setting goals – it’s about creating a process for providing real-time feedback that is both regular and actionable. If you want to create the best environment for your employees, then this is one area where it’s worth investing some time and effort into getting right!