The biggest question in today’s blog is: What does it mean successful implementation of performance management? What is the performance management?
Firstly, a brief clarification - the performance management isn’t only a performance evaluation. Performance evaluation can be included in PM-system but to say it’s only a performance rating will be unfair and simple incorrect.
Performance management top 5 information:
1. Purpose:
Management of individual performance ability in terms of company goals fulfilment
How can we lead our team, how should we invest the potential of team members to reach or even exceeds company KPI.
2. Focus:
Expectations should be clearly specified. Results and behaviour must be measured frequently. Important is to give feedback and to organize coaching (if needed).
Analysis and tracking of Performance, Results, Behaviour, Attitude according company values is key to guarantee the high level of performance management.
3. Performance management actions are repetitively, we need to determine the intervals for each action by planning/preparing of performance management system.
4. Performance management isn’t:
- Simple performance evaluation in the form of stressful, confusing, employee talk
- Top-down process
5. Before we start to prepare and implement PMS we need to answer one crucial question:
WHY WE WANT TO DO THAT?
According to number 5 on our list, I’ll show you how you can get enough information to answer question WHY😊
These questions can support you by decision making, yes or no for PMS:
· What are your company goals?
· Which experts do we need on the board to make this happened?
· How can we evolve skills of our team (according to company goals fulfilment)?
· What will be the role of performance management in all mentioned above topics?
Performance Management Process in steps
At the beginning of each performance management cycle we discuss our mission, vision and approach. We concentrate us on strategic goals and then on operation management. We open each cycle with Team meeting to talk about it – mission, vision, approach, long-term and short-term goals.
1. Goals setting Development and Contribution meeting
Management in collaboration with employee determine goals end requirements (performance targets).
As a performance, we see two aspects:
v Results to be achieved in upcoming grading cycles OKRs
v behaviour expected from employees (Harvard competency dictionary)
2. Frequently Feedback
This part of performance management is the most important.
Feedback between team members and managers presents the corn of performance management process. Feedback can be anonymous, and the employee can choose from whom request the feedback. This approach is only one of many options, how we can organize this step.
Keep it in mind:
1. Performance isn’t a single action. Performance happens all the time, each day.
2. Performance feedback can give you a significant information about performance-coaching needs.
3. Keep Performance Management-Process as flexible as possible. Nowadays, changes are something normal. In dynamic branches like IT, software development, general in technology innovations occur each day. For this reason, you should be innovative in the way you create HR processes.
Good to know:
65% Employees want more feedback
39% Employees say that they don’t get enough appreciation, because of lack of feedback
3. Employee-input
Give your employees information about …..
Situation – describe situation and contexts
Task – discuss the tasks
Action – which action were needed to reach intended purpose
Result – present and talk about results
Impact – what is the main impact on business and individual goals
4. Performance evaluation
It’s always a tough task but don’t give up😊
Important in this step are foremost:
· Perceived Fairness àEmployee
· Accuracy and correctness
· Keep it simple!
5. Performance review
Finally, the last step, the decision about contact adjustment or personal development possibilities have to be done. Results are visible and the procedures are transparent. We can set up new goals.
New input 11.03.2023
Performance management system defined
A performance management system is the defined set of procedures - planning, monitoring and reviewing performance - that in sequence constitute an organization's formalfl approach to performance management.
Models of the performance management system
Ideally, the system follows from the organization's objectives and then through processes of planning, monitoring and reviewing as an continuous and sefl-renewing cycle. PUT the Grafic!
Performance and development planning
Performance and evelopment planning is carried out within the context of the corporate strategy, it is based on performance agreements. These emerge from the analysis of the role requirements and from performance reviews where assessments of performance lead to the definition of future requirements. Agreements is reached duringthe planning process on how performance will be measured
