7 Performance Management Factors for Successful Organizations
An empowered workforce needs these seven performance management factors
A finely tuned recruitment and onboarding process has assembled your quality team. Now, it is vital that the workplace develops and improves. A workforce where goals are achievable, meaningful careers created, top talent is tailored — and an organization’s mission is realized. This profile is elemental to performance management success.
Here are seven critical elements of performance management that will help your organization succeed in achieving goals, cultivating career paths and tailoring talent that maximizes organizational efficiency and performance:
1. Empower through the self-appraisal process.
This process allows individuals to look that at their recent achievements and challenges. Are they preparing for future success by becoming a self-advocate? Is more training required for better career positioning? Was there an opportunity to highlight an untapped skill set, which allowed the team to meet its goals? Self-appraisal is an empowering process, enabling team members to look inward. Self-appraisal also provides insight for management to understand how its team members are communicating, completing tasks, and balancing work-life objectives. A team member may have been struggling with meeting a specific goal, perhaps time management. Self-appraisal is a place where the challenge can be positively analyzed, new procedures implemented, and future success realized.
2. Use constructive guidance to drive optimal performance.
Focus on ways to develop hidden talent and enhance current strengths to achieve success on both individual and organizational levels. The guidance that allows your team to perform at its best creates a more positive work environment. A growth mindset allows for optimal performance to be achieved. Your team needs to be allowed to develop and be challenged. In the early days of the space race, the challenge was to launch a rocket into space. Not all of them made it, but the team learned from their successes and their challenges to finally achieve the best launch possible.
3. Embrace challenging conversations to develop a mature and thoughtful process.
When it comes to weaknesses or shortcomings, conversations can be difficult. However, directing attention to these issues facilitates mature, thoughtful discussions. The ability to discuss them helps management and the employee focus on multiple goals for growth as it relates to the team, organization and individual. Specific conversations can elaborate on criteria that can be implemented to make the individual a better team player and the overall team and organization stronger. It is not about pointing out the failures, but rather using the guidance to help the employee develop into a more successful contributor.
4. Compliment progress to make a stronger impact.
Look at the review cycle as a continuous process, not just a once-a-year event. A yearly performance review is not the place to discover errors and challenges not met. To have true success, the individual must meet his or her challenges daily. Understanding the challenges and successes that occur throughout the year makes for significant impact on the performance of the individual and organization. By making the progress part of the review, management allows all parties to have a stake in the overall success.
5. Use employee surveys to create quality outcomes.
Properly worded, you can obtain more accurate responses from insightful employee survey questions. Workplace surveys can be a tool used throughout the performance management review process. Historically, employment surveys were conducted annually or when a team member departed. However, one can obtain a clearer picture of the workplace environment if the review process includes quality studies throughout the year. Responses should provide a window into the functionality of the team and the team’s cohesiveness.
6. Redesign and digitize systems to create efficient, holistic processes.
A quality performance management platform allows organizations to gather insight into creating the best team possible. The quantitative analysis gives the ability to compare an employee’s past skill set with new achievements. Streamlining the performance management process creates the opportunity to deepen the impact. By letting go of the traditional stacks of paper and instead record information online, data can be viewed and analyzed for more positive outcomes.
7. Shift from feedback to feed-forward.
Feedback is looking at the past and seeing what could be adapted or changed for a better outcome. During the performance management review process, one wants to look to the future and build momentum. Create an outline and process to move forward through goal setting. This helps your organization actively advance goals, cultivate creativity and careers, and tailor talent to a growth mindset.
Learn how to implement these performance management factors and more. Contact us.
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