Knowing How to Build a Stronger, More Connected Workplace
Employee performance management doesn’t have to be awkward, rigid, or something that only happens once a year. At a very simple level, it gives everyone in your business a chance to succeed in their role and grow with your company.
Whether you're dealing with a small office or multiple departments, your performance management strategy impacts your ability to identify areas that are successful and well-optimized, while resolving areas that are underperforming and can benefit from adjustments.
What Is Employee Performance Management?
Performance management is all about setting expectations, helping employees grow in their roles, and following up on how things are going. Of course, part of performance management is the formal review. But the way I think of performance management is creating a culture of giving and receiving feedback regularly, not just once a year.
Historically, the firm of Reynolds + Rowella has operated with companies that have sought to enhance internal structure without sacrificing the human aspect of business. Performance management is a perfect place to start.
Why Employee Performance Management Matters
Here’s why performance management is worth your consideration:
- Clarity- Everybody understands the requirements and standards that define excellence.
- Growth: Employees receive the feedback they need to grow and succeed.
- Consistency: Managers operate with common goals and standards.
- Retention Teams that feel supported are more likely to stay and grow with you.
Strong systems help keep confusion from happening, and just as important, they help good people perform at their best.
7 Building Blocks for a Sound Employee Performance Management System
1. Beginning with Clear Role Expectations
A good job description not only includes tasks. A job description highlights the importance of the employee in achieving business objectives. Ensure that as the business changes the job responsibilities change as well.
When people comprehend the big picture and how their part of it connects, they become more engaged and more apt to take ownership of it.
2. Set Realistic, Measurable Goals
Goals should provide employees with something to strive towards. It might be meeting sales quotas, finishing projects on time, and better teamwork. It’s important to make it specific, measurable, and meaningful to what your firm values most.
And remember that the point of goals is not only measurement and results but also helping people along the way.
3. Check In Often, Not Merely Once in a Year
Formal reviews are important, but they don’t have to be the only occasions on which feedback happens. Having one-on-one meetings (every month or every quarter) will allow for Q&As, coaching, and celebrating milestones.
Such check-ins do not necessarily need to be lengthy and formal. It is the consistency and open communication that are of utmost importance.
4. Feedback Should be a Two-Way Street
Performance discussions aren’t just a dialogue about the message the manager wants to relay. Just as important, perhaps more important, is the part of the dialogue that invites the message the staff member wants to convey.
Feeling heard gives people a greater likelihood of remaining committed to the process as well as having faith in it.
5. Ensure That Reviews Are Balanced And Well-Documented
However, when you do have formal performance reviews, consistency becomes important. A structured format or assessment form could be used to ensure impartiality in the evaluation of each department. It’s also a great way to keep records of performance discussions and progress. It might come in handy in the future. Additionally, it could be part of the process in being compliant if problems arise.
Documentation doesn’t have to be heavy-handed. It just has to be clear and respectful.
6. Facilitate Development and Learning
Performance management isn't just about what's happening in the present; it's also about the person themselves. That may mean they require training in a skill area or that they're ready to lead a project.
Justification for professional development doesn’t necessarily come with big budgets. In some cases, all that is required is time, trust, and the opportunity to experiment.
7. Use Performance Improvement Plans When Needed
Suppose performance requires some improvement. Having a plan in place makes it easy to keep the whole team on the same page, especially when performance requires improvement. An effective performance improvement plan, or PIP, is not threatening, but rather a resource.
When handled properly, a PIP can lead to improved relationships and growth.
A Quick Note on Manager Support
It has been seen that Managers play a crucial role in shaping the employee experience. This is why it is important that they receive training and enablement that equips them to do the job clearly and consistently, not least when it comes to documents and communication.
It is easier for teams to succeed when managers are empowered.
Building a Performance Management Framework
Employee performance management is not about micromanaging; it’s about people development. That’s the role that employee performance management plays in helping you identify good performance!
If you're setting up a review system for the first time, or if you're looking for ways to make your system more significant, keep it simple. Communicate with your team. Develop a pattern. Remember, it’s human. This pattern becomes a large part of your company culture.
In Need of Assistance with Performance Management Strategy Development?
At Reynolds + Rowella, our Human Resources division helps small businesses implement thoughtful and dynamic policies to support structure and staff. Whether you need assistance developing employee review templates or training managers, reach out. We’re here to assist you.
