The HOW of Performance Management
Managing
performance is not achieved in isolation; it is a process that begins at
recruitment. The saying you cannot get
blood out of stone rings true here.
Below we will briefly outline what that process looks like.
Recruitment
Identify the
skills gaps within your organization.
What skills or competencies do you require that you do not currently
have on your team, which will allow you to deliver the key objectives of your business,
or your strategic plan and goals?
Ask these
questions, have I budgeted for this new position? Can this position pay for itself? Where will
this position fit in the current scheme of things? What is the Salary range of this position, at
what level will this position fit on your organizational chart?
You need to
recruit not only for skills, but knowledge, attitudes and or abilities. What personality traits would best fit into
your current environment? No point in
bringing in someone with the right skill sets yet whose attitude is such that
all your good people will be walking out the door or be totally
demotivated. “Job Fit” is very
important. Except it is your intention to bring in a butcher.
Orientation
It is not
uncommon for us to bring the right people into the job but leave them to their
own devises. No orientation, they do not
know what is expected of them; they do not know the values that the
organization uphold; they are not given any information on the history of the
organization; what their level of autonomy is; what the strategic goals of the
organization are, neither are they told how their role fits into the bigger
picture and the importance of their contribution to goal achievement and
organizational outcomes. Orient your new people right, a critical step in
performance management. Establish expectations from the outset.
Setting Standards & Goals
What does
success look like? This is how we will
measure your performance. These are the key performance indicators (KPI’s) of
the job. From these measures we will
know how you are performing versus our expectations of you in the job. Have that conversation early.
Monitoring and Feedback
The process
of monitoring and providing feedback is an important conversation to have
regarding how we manage the performance of our team members. The conversation should contain these
elements. This is our system of monitoring.
You will report every week/month/quarter. We will be open in providing
feedback on your performance. If you
have any difficulty or require assistance do not be afraid or hesitate to
ask. I am available for discussion whenever
you feed a need to do so. We have an open door policy here.
Conclusion
This four
step process will assist any organization in managing the performance of its
team members. It is important to know the position you are about to fill, to
determine the competencies that you require and recruit on that basis. This is where productivity begins; it is
about a square peg in a square hole not a square peg in a round hole.
The
physical environment, the organization culture, the value systems, continuous
training, fair and ongoing feedback, operational systems, fair reward and
reprimand, tools and equipment that are well maintained to facilitate the work
that needs to be done, how we treat our people are all important ingredients
that add up in achieving the level of productivity that we all wish for. How
does your company/organization stack up?
Give us a
call at 453-1924 or contact us via celestial@candw.lc our service offerings can assist
you in meeting your needs. We are
committed to engendering a work environment where productivity becomes the
norm.
