7 Steps to Implement an Effective Performance Management Environment
In today's modern workplace, performance management is rapidly evolving making it almost impossible for any company to neglect this process. Companies are shifting off from using the typical annual performance appraisal to a fastidiously executed performance management process. Apply these 7 methods and see your employee productivity skyrocket!
1. Be a coach instead of a judge
Show your employees that you are on the same team as them and they’ll see that you are there to help them improve. The goal is to help employees raise their standards and ultimately help your company reach greater heights.
2. Collect feedback from others
Collect information from employees’ supervisors, peers and subordinates about their behavior and the impact they have on the others and their work.
3. Let employees know what the discussion is going to be about
No one feels comfortable coming for a meeting not knowing what they are going to discuss about. By sharing the topics beforehand, employees have an idea of what they should be expecting and both parties will be prepared for the meeting. This way, discussions are more in depth and meaningful.
4. Be specific on rating elements
Being transparent about how the employees’ performance is rated gives them more clarity and helps them make improvements on their own which is a good method for personal development.
5. Regular talks on performance
Having talks only once in a while gives employees an uneasy feeling and may cause anxiety. Emphasizing on frequent chats provides more flexibility which is less unpleasant. Managers can consistently motivate, coach, or have a clearer understanding of the difficulties employees are facing and better accommodate to their needs by adjusting their goals.
6. Be a good listener
There must be a two-way conversation in order for a manager to be able to mentor employees. By listening, a manager can comprehend employees' needs instead of simply saying what should or should not be done.
7. Be careful not to be biased
- Recency bias - When you base your feedback on employees' last performance, you give only positive feedback for good performance and only negative feedback for a lack of efficiency.
- Halo bias - Evaluating employees highly just because they are performing well at one task although they might be mediocre at others.
- Horn bias - Rating employees poorly just because they are not doing one task correctly.
- Leniency bias - Giving all the employees a satisfactory rating so you don’t have to justify.
- Contrast bias - Comparing employees instead of evaluating them with the company’s standards.
Apply these 7 simple but effective methods and see how your performance management will shoot up in no time. Employees who observe self-growth and development will also be better engaged with the company.
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