Employee burnout, underperformance and staff turnover has been hot topics for a while and have in recent years been getting much more attention as companies try to figure out how to combat the causes of these challenges. Then 2020 happened. The global pandemic has caused widespread uncertainty, wreaked havoc on the economy, and made it more difficult for everyone to balance work and personal responsibilities. Now, more than ever, employees are feeling the strain, and this pressure will inevitably affect their work. This environment makes effective performance management more necessary than ever – both for the individual employee and the organisation as a whole.
So, how do you ensure that you are applying effective performance management in your organisations?
It is important to realise that effective performance management is not merely one activity but requires a multi-faceted approach. It stretches far beyond the annual review process, which is usually the first image one conjures up when hearing this phrase.
You cannot have effective performance management without the involvement and buy-in of management. They are the ones who need to guide and monitor the process, as well as create and communicate the structure and guidelines for their teams.
How do you measure the efficacy and quality of your team’s work, if no one knows what they are trying to achieve? Goals help to illuminate the way forward, while also providing employees with a milestone to work towards. Additionally, it also provides motivation, as employees can see how their effort is assisting the team and company.
You cannot manage the performance of your team if you are not reviewing their progress and setting benchmarks against which to measure it. It is vital to create clear structures through which assessments are done, both to ensure an acceptable standard is maintained and so that employees know what is expected of them.
To effectively manage your team’s performance, you need to provide them with clear feedback, otherwise, all this effort is for nothing. This feedback will allow them to realise where they need to put in extra work or allow you to uncover challenges that are holding your team back from delivering the standard you are looking for.
Your team needs the knowledge and skills to execute the tasks at hand and achieve the set goals. By investing in their development, you not only empower them to reach their goals now but also in the future.
It is vital to realise that effective performance management is a never-ending effort. You need to create a culture where there is an ongoing conversation and commitment to setting goals, assessing progress, providing feedback, and developing skills.
Orgro can help your team to reach new heights by helping them understand their goals, themselves, and each other better. Get in touch with us to find out more about our effective performance management solutions, and how they can help you excel.
What is Crisis Leadership? Previously it would have been defined as a process or strategy...
One of the biggest aspects a business has to manage is its performance standards. This...
There are times when the restructuring of a company becomes necessary to align the organisation...
6 Reasons Why It Is Important to Invest in Leadership Development No organisation can function...