What’s The Secret Behind Conducting An Effective Performance Management? | Part 2

Efficient performance management is not easy to attain but it’s not impossible either, is it? We have been through decades of experiments, discussions, debates, etc., in order to explore the right way to measure employee performance. This has lead to big shifts in the performance review process after some visionaries decided to get rid of the traditional ways that are not efficient. Other what was happening before is quite contrary to the expected outcome. Some companies largely supported performance management while the others couldn’t care less. Therefore, a much-needed revolution was coming and is here now.

Technology has been able to identify inefficiencies in the traditional approach and with the right tools, employees will no longer have to blame the rating system. With evolving conversations and experiments, we know that performance management has a lot more to contribute than simply upgrading the rating system of an organisation. There are some key components of measuring performance, managing people and rewarding top performers to bring out the true potential of human talent and work towards building it for the future. This way we can ensure that it’s efficient.

The secret to designing an efficient performance management program

Expect better performance and development with proper feedback

As much as employees crave feedback, they tend to feel dejected when they receive it when it’s unsolicited. You don’t want to threaten a team member to listen to your ideas or rebuke them for not following the orders. That’s simply how it doesn’t work. The reason why employees seek and crave feedback is because they look for encouragement to continue their work and suggestions on where they might be going wrong. It’s more efficient this way.

So, given the significance of feedback in the journey of an employee’s development leaders much reiterate the value of feedback and maintain an environment that promotes encouragement. In such cases, the agility of the leadership is put to test and this is where they have to gear up and put in some extra effort.

Further, what can’t be measured can’t be improved either. So, measure the results of these feedback sessions because it’s important to keep improving the process.

Learn from the failure of other performance management programs

There are organisations that integrate the most perfect performance management programs with their work culture but due to inconsistency, they fall flat. It could be because of lack of tools or improper focus. The most common reason, however, is managing it all in a clerical manner and as a result, many companies aren’t there where they want to be. Their focus must definitely be on individual performance but in the end the impact must reflect on team performance as well. This is what the successful leaders and companies do to ensure the process is efficient-

  • Focus on team-specific metrics and see how they work out for the entire organisation
  • Fix individual-specific tasks so as to avoid organisational chaos
  • Build efficiency metrics around production so that it reflects on customer satisfaction
  • Embrace inter-department collaboration for the organisation to benefit as a whole
  • Incorporate weekly updates and forecasts of key metrics to keep a track

Managing performance is comparatively easier for small companies – they are able to focus on team performance company-wide. However, as the company becomes bigger it gets more complex to manage teams. Therefore, leaders must define department wise goals, which link directly to the overall business financial performance.

The future of performance management ro redesign creativity and collaboration

Irrespective which era we live in the main focus of performance management is to meet the expectations of each person in the workforce. Many organisations keep trying new methods and practices to get rid of inconsistencies and inefficiencies. Understanding individual and collective level tasks shouldn’t be as difficult, so it doesn’t have to be a struggle at all. Therefore, focus on the core purpose – building teams, establishing communities, and growing business.

So, if you apply performance management well enough then it’s quite liberating and empowering. There are no confinements when it comes to discussions, ideation, and overall work. It will show in business ROI as well as engagement and employee satisfaction in the company for everyone.

Conclusion

The essence of an efficient performance management is the one in which leaders hold on to their people and take good care of them. When leaders show care businesses run smoothly and people share ideas more openly.

In the end, you cannot achieve the highest of goals all alone. You need a team that believes in you and supports you. On top of that, you need tech integration to help you manage and monitor performance. So you know that you’re moving ahead in the correct direction.

For more on efficient performance management and people technology, please visit peopleHum!

Read part 1 of this blog

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