Critical Aspects in Performance Management

Why Performance Management?

In the recent scenario improvement in the performance is a progressively communal discussion. Why it is so become important? With the increasing business pressures, it is very necessary for the organization to be accurate, effective and systematic execution of their business process to sustain in this competitive era.

While HR experts distinctly understand the significance of performance management, they frequently face notable internal hurdles. When people talk about performance management, what are the strategies and technicalities behind this? What about the benefit tree in between managers and employees?

Critical Aspects in PMS

  • Goal Setting

Achieving a goal in an organization is much more important than setting up a goal. The goal should be achievable and it has to provide some valuable contribution to the organization.

During the goal setting, it is necessary to communicate expectations and authorities to the individual. The goal should set not only to address the expectations but should also describe how to achieve it.

The constructive goal must be the SMARTEST goal which means:

S                     Standard
M                   Measurable
A                    Achievable
R                    Realistic
T                    Time Saving
E                    Excellent
S                     Specific
T                    Tremendous

  • Improve Productivity through goal setting

Continuous goal tracking leads towards the availability of feedback as per the requirement, adjustments in the plans, and handle obstacles with proper preparation for future eventualities.

All the feedbacks, adjustments in the plan, and the other preparations must be supportive and transparent. It will increase the clarity and helps an individual to focus on their work. It is also very important for the managers to listen and assimilate to their employee’s objective to increase the productivity in the organization.

  • Training Leaders for Review

Managers must have sound interpersonal skills to evaluate and train individuals. It is not a simple task to train employees without having such skills. In such cases, training must be required also for the managers and the newly allotted supervisors. Conflict resolution, Human Behaviour, Personal Development, Performance Evaluation and the way of motivating people are some key areas. Manager with the above skills will be the vital contributor of the successfully operating process.

  • Linking Performance to Rewards & Learning

Compensate an employee on the basis of performance is the best way to motivate. It is the best and equitable performance management process. Proper documentation of work progress is must and maintains transparency in the workflow.

Above all, it is necessary to monitor the benefits of the organization. It automatically creates job satisfaction and the continuous growth of each and every individual. When an individual is awarded as an excellent performer, then an employee working at an equal level will automatically get motivated to achieve the same.

  • Evaluate & Motivate

For the evaluation of performance, there must be some process and regulations. The annual meeting could be one of the best practices but it won’t show the equal benefits which will emerge due to ongoing dialogue or feedbacks. The whole process varies from company to company. Some companies are conducting reviews twice or thrice a year when some small portions are conducting frequently. The whole process depends on the size of the organization. However, their main goal is to increase the performance growth of the individual as well as the organization.

The designed process should be simple and add values to the company. It must have a clear goal and it must be systematic when delivering the ultimate result. Continuous tracking and a reminder of the process will help to accelerate the workflow and maintains clear transparency in between managers and employees.

  • Automation

In today’s world, most of the companies are depending on experimental technologies to execute performance management practices and automate the traditional manual workflow. Moving towards web-based and on-premise technology that makes the process affordable as well as time and cost saving. It is a quick implementation process.

Beehive shelter the performance management process with their updated automated system. It provides consistency and efficiency in the organization. It also fills the communication gap in between managers and employees. Some key points are:

  • Paperless and instant process.
  • Tracking of all the issue to maintain transparency.
  • Performance management review and automated goal setting.
  • Updated and user-friendly dashboard for managers as well as employees.
  • Educate and support managers when they need it most.

Wide range of benefits is available for companies, managers and employees while implementing the performance management process.