|
If you effectively manage employee performance, you should be doing more than issuing a performance appraisal or conducting the requisite performance discussions. You should be creating an environment that encourages employees to willingly and continuously give you their best performance on an ongoing basis. But how do you create this kind of environment? Here are 15 practices to start with:
1. Provide information about your organization’s practices and procedures. Ensure that employees understand the “written” and “unwritten” rules.
2. Provide information about your organization’s programs and processes for advancement, learning, and development. Make sure employees have a clear and realistic understanding about what it takes to succeed and excel in your organization.
3. Share your organization’s mission, vision, and/or values statements. Tell employees how they help your organization succeed in these areas.
4. Share your organization’s strategic goals and group goals. Link employee goals to the achievement of strategic and group goals.
5. Provide clear performance expectations. Let employees know WHAT you expect, HOW you expect it, and WHY you expect it.
6. Provide timely and appropriate training on new jobs and tasks. Ensure that employees receive the requisite instructions and materials to do a new job.
7. Provide timely and appropriate information about daily tasks, general assignments, or major projects. Ensure that employees receive the requisite instructions and materials to do their current job well.
8. Provide timely and specific feedback about unsatisfactory performance. Tell employees what went wrong and what they need to do to make it right.
9. Take timely and appropriate steps to help employees improve unsatisfactory performance. Provide training or institute other performance-improvement strategies.
10. Reinforce positive performance. Give timely and specific feedback when employees meet or exceed expectations.
11. Give employees opportunities to enhance their knowledge, learn new jobs, and expand their abilities. Encourage participation in formal classroom training or other types of developmental activities.
12. Eliminate workflow factors that have a negative impact on positive performance. Consider things like how work is received, how work is distributed, how work is reviewed, and how work is approved.
13. Eliminate materiel factors that have a negative impact on positive performance. Consider things like functioning of equipment, availability of equipment, amount of work, and type of resources.
14. Eliminate coworker-related factors that have a negative impact on positive performance. Take timely steps to address inappropriate comments, behaviors, or actions.
15. Give employees “ongoing” feedback about performance. Let employees know how their behaviors impact the achievement of goals, the workloads of other people, and their personal workloads.
Performance Management Is A Continuous Process
Think about it. You will not likely get “continuous” positive performance by giving employees “one” performance appraisal and having “one” performance discussion. Instead, you have to do multiple things to ensure that employees willingly and continuously give you their best performance. These things involve giving employees what allows them to do a good job, and eliminating what prevents them from doing a good job. That’s what performance management is all about.
Barbara Brown, PhD shows managers how to improve employee performance by linking performance to results. Her E-Books contain phrases and examples for discussing performance, reinforcing performance, and writing appraisals. Her E-Courses provide strategies for motivating employees to cooperate and contribute.
Click on "FREE STUFF" at her website to download tools to manage performance discussions.
Website: www.LinkToResults.net
|
|
SIGN
UP FOR FREE
