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Performance management is the process of managing staff throughout a business year to give them the motivation, skills, and focus to deliver their best. It should be a two-way process between the manager and employee and involves setting and clarifying objectives, regular discussions – monthly 1 to 1 discussions are ideal – coaching, and feedback.
The year should start with a review of last year’s performance, followed by a focus on this year’s performance where you can set objectives – we have a great guide on setting SMART objectives that you can download here:
What we like about this approach is that it highlights the importance of performance management being a year-round activity that includes both development and performance, it also incorporates the more day to day discussions and one to ones which are a key part of managing performance.
Unfortunately, the term ‘performance management’ has too often been associated with managing underperformance, and the HR/disciplinary process that people are put through when deemed to be under-performing. This is a shame because if managers were managing effectively this would be so much less likely to happen. If performance management is done effectively, across the entire year, underperformance issues would be nipped in the bud before they became issues that were too big to conquer. Regular discussion helps everyone stay on the same page, and managers understand how their staff is feeling before they decide to hand in their notice!
To download your free white paper “What is Performance Management” just register your details on this page and we will email you the guide.
We are now offering new Bite Size training courses delivered by Lucinda. These sessions are a perfect way to introduce or re-energise the skills of your management population. The training is designed to provide participants with an interactive virtual learning experience. Please click here for pricing and more information.
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If you have any questions, enquiries or just want to say how much you like us (or what we can do better), please drop us a line.