Performance Management is an effective process that has specific steps designed to maximize employee performance to help achieve organizational goals. The process includes setting objectives that align with organizational goals, monitoring progress, evaluating outcomes, recognizing and rewarding performance.
Performance Management is the link between organizational strategy and outcomes. It is a useful, tested management practice that has numerous benefits for employees and managers. It is much more than performance appraisal, a fact which has to be put across to the employees in a proactive manner.
As an Instructional designer, the challenge we face is getting across this message to employees in an effective manner dispelling their doubts, and making them receptive to the topic. In this blog, I will present 3 guidelines which will ease this mammoth task of designing the subject at hand in an easily presentable, acceptable format.
Let’s get started!!!
- Chunk the content into easy to understand, manageable parts
- Use a scenario based approach and credible case studies
- Provide a hands-on experience to build familiarity with the tool and templates
1. Chunking Content
Employees grudgingly accept the idea of performance management. They perceive it as a necessary evil. This makes our job challenging. We find ourselves in the situation of serving a hostile topic in an engaging way which perks up their interest, sustains it, and keeps them anticipating the things to come.
The primary requisite is to break down the topics in to a logical sequence which will flow seamlessly and keep the learner informed and interested in what is happening. The recommended strategy is to introduce the topic to employees, emphasizing the fact that performance management is broader in focus than performance appraisal, and has many benefits in store for them, thereby dispelling their fears and apprehensions.
This should be supported by a detailed section on what performance is all about, its objectives and benefits to both employees and the managers. The stages in process can be dealt with next, followed by a clear explanation of the roles and responsibilities of both employees and managers in the process. The course should conclude with a well-defined, streamlined simulation on the Tool used by the company to facilitate the process.
As the issue of performance management is viewed skeptically by employees at large, the emphasis should be on busting their misconceptions and making it more relevant to them.
The best way to do this is to follow a real-life based scenario approach, where employee concerns are addresses and solutions provided in the form of employee-manager discussions, peer discussions and by engaging in a dialogue with a facilitator.
These sessions project a sense of reality in clearing concerns. This can be backed by using appropriate visuals such as office settings, to reinforce learning.
Once employees are comfortable with the idea of performance management, they should be provided with a comprehensive demonstration of how to use the tool so that they get familiar with its features and functionality.
Keep these guidelines in mind, and get cracking when you get those Performance management courses. Just focus on the content flow, approach, and demonstration.
This blog has been inspired by the following course:
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