Written on October 2, 2013 at 1:43 pm, by Donna
The potential for an organization’s success in productivity, efficiency, customer service, or innovation relies on the performance of its employees. Directing employee performance is the key responsibility of supervisors and managers!
Employers and employees now expect more involvement, more accountability, and more transparency when it comes to managing performance. Employees have shifted from being passive recipients of an annual performance appraisal to active participants in their development and that of the organization. Supervisors have to take on more of a coaching role than the role of the enforcer that was seen in the past.
Performance Management is not about completing a form or fulfilling an HR requirement. Performance Management is about the development of employees. It's about aligning employee performance with organizational objectives and priorities.
Supervisors need to continuously coach and provide feedback to their employees. They need to “check-in” throughout the entire performance cycle. The following activities are at the core of the Performance Management process:
There is a clear correlation between those organizations with sound Performance Management practices and those who achieve business success. Organizational benefits include:
Considering the impact Performance Management can have on your organization, maybe it's time to take a look at your current process. Our team at HR Dynamics would be happy to speak with you about enhancing your Performance Management process.