We often misunderstand the actual meaning of ‘Performance Management’. To make you clear about what actually performance management is, it is beyond rating the performance of employees. The real performance management comprises of organizing task, perceiving performance, building efficiencies, measuring performance, encouraging average employees for better performance and developing skills.
To understand the concept in a better way, the following briefs would help you:
Task Organizing
Planning is crucial to accomplish even smaller organizational tasks. Therefore, if it is bigger business activity, one can easily imagine the intensity of planning. Managers must prepare individual plans and create an overall plan of action as well. Discussing the goals of company with employees allow them visualize the possible individual accountabilities.
Observation
A true leader is who observe the performance of each of the team members closely and help them improve. It not only creates a sync between the leaders and team members, but this practice carries out a positive approach by the leaders in an organization. On the other hand, employees are able to know their status of performance and better able to think on it.
Improvements
As close observation helps leaders notice the improvement areas in employees, they can easily improve their performance through individual or group training sessions. It generates believability factor among the employees. Various methods such as casual training, tutoring, formal training etc help managers implement the improvements.
Evaluation
Appraisal is a motivating factor that must not be biased. It must be judged on the basis of standard appraisal policies and must not include anything personal. Whatever training one has gone through, managers should not include it while judging. They should judge on the basis of outputs.
Remuneration
Any monetary reward is obviously a motivating factor but it must be on the basis of individual performance. You have to decide the levels and remunerate accordingly. It must be fair and well judged. Rewarding with certificates of excellence, movie tickets, food vouchers, shopping coupons etc are effective. Sometimes, such rewarding options creates more influence than any monetary reward.
Encouragement
Yes, the term wrong-hire does exist, but if you have selected someone as a workforce for your organization who have spent a moderate time with you, you must not be thinking of terminating him/her. It is your responsibility to motivate the failing employees who have done great for your business previously.
Being a responsible manager, everything is in your hand. You can either take your organization towards success track with your employees through positive performance management or with negative attitude you will be pushing it downwards. The above discussed points are basically about positive performance management that describes how can employees, managers and your organization collectively create a successful working environment.
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