Performance management is one of the most crucial contributors to company’s success. How do you know that employees enjoy doing a job or simply trying to get the job done? As a manager, you should be able to monitor and measure performance on a regular basis, as well as help your people be happy and productive at work.
- Organisational goals should be met. As a manager, you can try various managerial styles and adapt the one that suits you and your team the most. Your people should feel comfortable with your leadership style and you have to feel comfortable with yourself. Find the right balance in order to get the job done.
- Motivate your employees on a regular basis, not just before the deadlines. Your team should have a sense of purpose - concrete and achievable goal to work towards to. Assess performance on a regular basis and not just once a year.
- Communicate with your people in clear and effective manner. Actively listen to them and you will be heard by them. Make sure your employees communicate effectively between each other. Build a strong and hardworking team with high morale. Encourage your people to help each other.
- Always remind your people that they are significant to the company and its’ performance. They were hired for a reason. They are working on a task for a reason. They are the reason the company is doing well.
- Get to know your team very well. Encourage them to voice challenges and troubles. Know what’s going on. This way, performance appraisals become less nerve wracking for your employees and easier for you.
- Practice team building exercises. Bring out the best qualities in your people and encourage mutual support within a team. After all, each team member is working towards achieving the same goal.
- Observe your people on the job. Make sure you know who is doing well or not so well. Talk to employees one-to-one. Give them feedback on the spot. Don’t wait for performance appraisals. Your employees will appreciate any constructive feedback here and now, which will improve their performance.
- Provide necessary training and development. Invest in your people if they are missing some vital skills. Ongoing training is inevitable part of an organisational life.
- Reward your people for excellent performance. Be fair and give your people that extra something to work for and perform even better.
- Make sure your team can uphold company’s values, culture and mission. Your people might be top experts, but if their vision and company’s vision don’t match, then performance will be poor.
- Work on strengthening relationships with employees. Be attentive to their needs, give them what they require and they will put all the effort in satisfying company’s needs in return.
- Learn to recognize the signs of poor performance. These could be – goals aren’t met, deadlines are missed, poor relationships, conflicts, violations of company’s policy etc.
- Manage your own performance. Have you added value to the company and your employee’s performance? Be honest with yourself and identify the areas for further development.
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