Performance management is a process that it vital to any company. Today, we live in a knowledge economy where our employees are our biggest assets. We need to ensure that they are producing to their optimal levels. This will help the company to grow in leaps and bounds.
The challenge with performance management is that it could come across in a negative fashion. Feedback to employees about their performance could – in some cases – be taken as demoralising to that particular staff member. You definitely don’t want this situation as your employee won’t perform to the best of their ability. This is because they won’t see the point of furthering themselves.
We’ve put together a couple of tips for you to follow in your next performance management process. This is to ensure that your performance management interventions will work well for both you and your employees.
Use the Sandwich Method
When you give feedback – whether it is in performance management situations or day-to-day discussions with your employees – always start off with highlighting the positive aspect of the employees’ performance. This will make them more open to hearing what you have to say as they won’t be on the defensive straight away.
When you have some criticism to give, don’t adopt an accusatory tone. If you do this, the employee will immediately be on the defensive. They will feel like you’re attacking them. You will end up not getting much out of them and they’ll close off. For example, don’t say “You always leave early.” Rather phrase it something like: “I’ve noticed that you very often leave early. Is there a reason for this?”
If you adopt the latter strategy, it is more likely that the employee will open up and you’ll end up solving a greater problem that will, in the long run, help to improve the employee’s performance.
Set Your Performance Management Expectations Upfront
When you hire an employee, make sure that they know exactly how you are going to measure their performance. They must know what to expect so they can prepare adequately for the intervention. This is so so that both you and them are not disappointed.
Don’t Be Afraid of Being Honest
If there’s something that’s troubling you about how one of your employees is performing, don’t be afraid of addressing the issue head-on. It’s a difficult conversation to have but one that needs to be had. If you don’t, the issue will escalate very quickly and lead to the need to institute disciplinary action.
Global Business Solutions’ Introduction to Performance Management Course will help you gain an understanding of what the PMDS (Performance Management and Development System) is as well as how to design such a system to improve your staff’s work performance. Click here to leave your details and one of our qualified consultants will contact you to be of assistance.