Performance Management

Performance Management ‘Systems and attitudes which help organisations to plan, delegate and assess their operations‘ Performance management not only serves the needs of the business but will help with the development of employees' skills and careers.

Day to Day Management A manager must act with consistency, integrity and demonstrate clear leadership. Only then will there be trust between the manager and a team. Google’s 2009 study ‘Project Oxygen’ identified the shared traits of good managers.

Project Oxygen Findings Be a good coach Empower your team and don’t micromanage Express interest in your team members’ success and well-being Be productive and results-oriented

Project Oxygen Findings Be a good communicator and listen to your team Help your employees with career development Have a clear vision and strategy for the team Have technical skills so you can advise the team

Day to Day Management Being a ‘visible manager’ who communicates with team members is essential The findings show that managers who are enablers enjoy increased performance from their teams Knowing employees, negotiating with them and on their behalf, builds trust Delegation helps to increase skills and encourages additional development

Team Development Team – a collection of individuals working together towards a common goal. Psychologist Bruce Tuckman identified the steps that new groups take as: Forming Storming Norming Performing Adjourning

Goal Setting Goals are essential if progress is to be made, but they have to be quantifiable and aligned with business strategy Goals must be: Specific – clearly described Measurable – in a simple way Attainable – within capacity Relevant – impacts positively on business Time-bound – completed within a set time

Goal Amendment Goals are not set in stone. Sometimes a goal can fail to return the expected results as quickly as expected. Don’t be impatient – constant change is disruptive Don’t continue with activity that clearly doesn’t work Minor adjustments can bring clarity and balance

Appraisals and Feedback The key elements of performance management are: A common understanding of the organisation’s goals Shared expectations of how individuals can contribute Employees with the skill and ability to meet expectations Individuals who are fully committed to the aims of the organisation These outline how development can align with business goals

Appraisal and Feedback Methods 360° feedback methodology is most effective when combined with one-to-one appraisal discussions. Appraisals should also avoid making hard measures the primary focus without the methods to achieve targets being considered.

Appraisal and Feedback Methods Soft measures, in isolation, are also insufficient to determine employee effectiveness. Experienced HR will take a global approach to appraisals by including performance, goals and business values.