Why the need for performance management? Without clear guidelines and boundaries most employees do not understand what is expected of them in the work environment and what is the most appropriate way for them to behave in a given situation.
Performance management embeds a culture where both the employee and the team have responsibility for the continuous improvement of business processes as well as their own skills, behaviours and contributions to the business.
For performance management to be successful everyone has to be prepared to share their expectations and needs in a clear and defined way – managers to an individual or a team and, just as importantly, an individual or a team to their manager. Improving the quality of these working relationships and defining expectations as business goals that can be objectively evaluated and measured by both parties removes the potential for misalignment and misunderstanding.
Performance management is a two way continuous improvement process ; it is not a “one- off” annual event.
The main tools of performance management can summarised as follows:
A positive performance management culture and process is evidenced by a healthy and sustainable business; a negative culture displays mistrust, misunderstanding, wasted effort, frustration and increased and unnecessary employee costs. Tough conversations and confrontations are difficult to have and most people will seek to avoid them at all costs. However avoiding them or not being prepared for them increases the likelihood of issues not being resolved and leaving individuals feeling frustrated, de-motivated and de-moralised which will impact not just on the employee and the manager but also on the wider team.
We can support you and guide you through this process from the design and implementation of a performance management process to coaching your managers to successfully deliver those uneasy conversations.