Managing employee performance
The best way to address employee training, development and career planning is via the employee performance management process. Managing performance is a good way to confirm that employees have the right skills, attitude and knowledge that are necessary to achieve your business objectives. Performance management is most effective when managers and employees work together to identify where training or development needs to be directed.
Benefits of performance management
There are a number of good business reasons to regularly review your employees’ performance, including:
staff will more clearly understand how their work fits in with your overall business goals;
early identification, discussion and resolution of under-performance and its causes, before bigger problems arise;
early identification of potential skills gaps and training and skill development required to overcome these gaps;
identification of employees’ career pathways and succession planning opportunities;
establishing good working relationships and regular communication and feedback with staff; and
a potential reduction in absenteeism.
You can use the Job performance appraisal template to help you review the performance of your staff.
Some tips for managing employee performance
Performance management will be most successful when you:
have realistic goals and expectations;
allow time in everyone’s work schedule for regular performance management meetings;
commit to the process so that managers and staff see it as important;
monitor performance and communicate with staff on an ongoing basis so that everyone is aware of issues when they are occurring and there are no surprises;
follow up on issues that arise during performance management discussions. This shows you have a genuine interest in the process and it will encourage future staff participation in performance management; and
offer praise for good performance as well as identifying areas that need improvement. This helps to promote performance management as a positive experience that supports employee growth and development.
Discussions on performance issues should not come as a surprise during a formal performance appraisal. Performance issues should be dealt with at the time of occurrence and not left until appraisal time. Equally, remember to offer praise when employees produce good work.