Performance management facilitates in giving an idea on the contribution of an employee to the general performance of the performance of an organization. For it to be done in the right way, the managers and employees must work together. It can be done against the objectives set for the worker to meet after a certain period. It involves a series of phases and must be specific to the job and in line with the culture of the organization.
The initial phase involves planning which is done by both the manager and employee. Here, there is an assessment of the job description and what the employee has been doing. In case the employee has some duties taken between the time of starting the job and when the review is done, some update is necessary. Seek whether there is any relation between the work plan of the employee and the goals, strategic plan and objectives of the organization. In this phase, you assist the worker to set smart objectives. The targets must be realistic, measurable, time-bound, specific and attainable.
The second phase involves the continuous monitoring of the employees. It does not mean to micromanaged them but focusing on results, individual behaviors and team dynamics which affects the work environment. Identifying any changes which might be necessary to the work plan and determining whether there is any support required to meet the goals are vital. Continuous coaching is done for help, guidance and directions. It is also in this phase that the managers should provide feedback which ought to involve timeliness, specific and frequency.
The third phase is one review. The assessment process provides an opportunity to review, highlight and summarize the performance of an employee over a period. In this case, the manager should check on the accomplishments and shortfalls of the results against the set objectives. Put down the challenges during the period and have the areas that need the training to improve on the performance. A discussion of the barriers of achieving the objectives is also necessary for this phase. Discover more on this site: https://www.performyard.com.
During the process, the managers should not be biased in any way. Elimination of these biases contributes to ensuring good outcomes of the process. It is also vital to point out when the employee has a different opinion with the manager concerning the assessment. When the disagreement arises, it is always prudent to discuss the issues. The evaluation is usually beneficial to individual employees and the organization but only if it is done in the right way. Get more info on this link: https://www.huffingtonpost.com/entry/12-ways-to-improve-perfor_b_7639358.