Designing an Employee Performance Management System!

Designing an Employee Performance Management System!

Having an effective employee performance management system in place can go a long way in keeping the Company healthy and ahead of competition in the long run.

Some successful employee performance management strategies are:

  • List the Employees’ Expectations. There is no place for ambiguity. Clear-cut guidelines can be valuable in team building. This, in turn, can lead to higher productivity, accountability and increased team participation.
  • Find out the Obstacles in an Employee’s Path. If an employee does not meet clear-cut expectations in spite of being aware of them, find out what is it that is hindering his/her performance?
  • Be aware of and Acknowledge all that’s Valuable. An attitude where people and processes of importance are appreciated at the moment of action is of much more merit than filling up lengthy forms that may never be read.
  • Beware of Pessimistic Employees. Managing them can be quite a task, but if done effectively, it can spare the organization any negativity they spread. If ignored, this negativity can gnaw insidiously at the organization.
  • Building a Rapport with your Employees can be linked to Employee Performance. Associating workplace results with employee performance can help improve or refine the latter. Discussing new projects, overdue assignments or updates about accomplished tasks can prove to be easy ways to improve employee performance informally.
  • Do the Groundwork and then Proceed. Avoid rushing with the design or implementation of half-baked employee performance management strategies. Unless fully ready, it can be more damaging than beneficial to the organization and employees.

An effective employee performance management system could include the following policies:

  • Matching people and positions with an appropriate selection process.
  • Discussing requisites and achievement-based performance levels, results and measures.
  • Arranging for effective orientation, training and education.
  • Building in continuous coaching and feedback into the system.
  • Developing the skills of employees with quarterly performance reviews and discussions for further improvement and development.
  • Enabling a workable compensation and recognition system that rewards people for their contribution to the organization.
  • Arranging for promotion and development opportunities for its employees.
  • Providing assistance with exit interviews to comprehend why good employees leave the organization.

An employee performance management system zeroed in for the organization should ideally reflect its culture and beliefs. Performance consulting and training can result in benefits for the employer in areas such as higher manpower productivity, knowledge, loyalty and contribution. This also means better measurement of enhanced employee performance.

Do share your thoughts on the same.

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  • Katherine Clevenger-Burdell

    In past positions, I had the opportunity to develop a employee evaluation system. From my point of view, it is critical for a manager to be a true “team leader” and discuss any issues that come up prior to an actual “annual evaluation”. In addition, the impact of lay-offs, management re-org, or other factors that are company driven which impact employees in any given unit, etc. should used as factors in an evaluation.

    In addition, the company should always look at “unintended consequences” of new policies, operational changes, etc. to determine what impact it had on any given individual or set of employees.

    Last, but not least, evaluation should be seen by “ALL” as a method for improving operations not a regular method to justify any given set of firings or lay-offs.

  • One of the top complaints I hear, especially in supervision and management classes, is that most “bosses” never learn to do employee evaluations properly. It is essential that managers get training in the measurement and evaluation tools the company plans to use as well as good general support on how to communicate to employees about their performance. Managers should keep files where they document specific employee behaviors (both good and bad) so they have plenty of concrete examples to facilitate discussion.

  • Zian Lakdawalla

    There are certain characteristics of a Performance Management System that must be in place for success. The most fundamental requirement of a Performance Management System is to have a “One Integrated System”, where performance metrics are well laid out which should be in line with the corporate objectives. Performance Management System should not equate to a post mortem of last month’s performance. The metrics should be delivered in a timely fashion, and in a way simple enough for managers to quickly act upon.

  • Training management and employees in personality type will provide a very powerful assistance to the Performance Management System. Understanding your employees personality type “process” will assist in the first five of the Performance Management Strategies listed above.

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