Performance management is a critical business process. When properly used and implemented, it helps keep your employees productive, ensuring everyone has the information they need to succeed.
However, if your performance management process is lacking, you might not be seeing great results. If you want to make sure your approach is on target, here are some performance management tips for 2019.
Update Your Job Descriptions
The job description for each position defines the expectations for the role. It outlines the position’s purpose, duties, and key responsibilities, serving as a guide for what the employee needs to accomplish.
Without clear and updated job descriptions, you can’t identify critical KPIs, outline expectations, or create goals for the worker. Without these points, effective performance management is incredibly challenging, if not outright impossible.
Take some time to review all of the job descriptions and adjust them if needed. While it may take some time, it is crucial for company and staff success.
Once you have the job descriptions updated, find any priority duties or responsibilities for each position. This gives you critical areas of focus as it allows you to determine which potential issues are the most damaging, ensuring managers concentrate on these areas when evaluating performance or providing feedback.
An employee can’t meet your needs if they don’t know what they are, so defining all expectations regarding their performance is a must. Then, you need to share these details with the worker, ensuring they are well informed regarding what they need to do and what standards they need to meet.
Adopt a Continuous Approach
After the previous steps are complete, adopting a continuous approach to performance management is usually best. Annual or quarterly reviews aren’t always the most effective, as they rely on reviewing missteps with employees long after the incident occurs.
Instead, encourage managers to be active in the process. When they see an employee is struggling or on the wrong path, have them intervene quickly. Similarly, if a worker is performing above expectations, make sure their manager lets them know their efforts are seen and appreciated.
Now, this doesn’t mean you have to abandon formal reviews, especially since they often ensure an employee’s performance is well-documented. Plus, they can create opportunities to reinforce feedback given previously or assess their progress, making them beneficial.
The important part is to stop seeing performance management as being tied to a calendar. Instead, it should be part of the overall culture, empowering managers to provide feedback and guidance at the right moment, even if a formal review isn’t on the horizon.
By following the tips above, you can improve your approach in 2019 and beyond. If you would like to learn more about effective performance management, the skilled team at The Advance Group can help. Contact us to discuss your company’s goals for 2019 with one of our knowledgeable staff members today and see how our performance management expertise can benefit you.