Employee Performance Management
Tom felt let down by his manager end of the year
. He thought he had put in a lot of effort and given innumerable creative ideas that profited the company but end of the year he was rated as Average by his boss. What else should he be doing to get a A+ rating? Tom felt demotivated and contemplated quitting his job. He could not accept that he can be a victim of the so called "bell curve".
The above is not an exception. Every year thousands of employees around the world struggle to understand the nuances of employee performance measurement and feel cheated.
Success of all establishments is heavily attributed to the performance management of employees. In the early years, a systematic and a well directed approach to the same were not formulated. Later on, executable plans and strategies have been implemented and followed by all kinds of establishments.
The increasing need and requirement for managing performance of employees led corporate managements to opt for this sort of a plan in order to ensure optimized performance.
The process of employee performance management includes a lot of steps and this can't be done overnight. Relevance of a systematic approach is very well portrayed here. The primary step to be accomplished is to set performance goals of employees.
Goal setting of employees starts with identifying specialization of a particular employee. Categorization of tasks to be done by an employee should be made. Crystal clear specifications of tasks should be given to employees, which is to be followed by the target they are supposed to meet.
The standards or expected bench mark of performances should be conveyed to employees. All of this will be a perfect definition of their job expectations. This can be accomplished with strict monitoring at the managerial level with the assistance of a performance evaluation tool.
Evaluation of employee functionality should go hand in hand with feedback. Feedback should be provided to employees at regular intervals about the way they have been performing, and how they need to proceed. This is a crucial step in employee management. This step of employee management could be accompanied by various other tasks including delegation and motivation.
A periodic evaluation would suggest if there is a need for delegating responsibilities of an employee. If so, delegation should be done, which will always support composed and organized functioning. Ultimately this helps in achieving the target. Motivation is a key aspect and this term has gained unbelievable importance in the corporate arena, unlike in the past. The need for motivating present day employees' borders around keeping employees on their toes at all times. This need can be attributed to stress, strain and various other factors that affect the morale of employees.
Performance appraisal is another key entity in the process of employee performance management. Rewards, or a word of praise could make employees remain perky and it greatly helps in the ever so important "self identification and analysis" process by an employee.
by: Tony Philip
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