Many businesses have performance management programs but is yours successful or is it falling short? To get the most out of your performance management program there are three major questions you should ask.
1) Why do you want a performance management program?
2) Which type of program will work best for you?
3) How you should you set up your program to get the most value?
The first question to address is why. The most common reasons for creating a performance management program are evaluating past work and looking forward to determine any compensation, promotions or discipline for employees.
For your program to be a success it is important to define your objectives and communicate them to employees early on. If employees feel that a manager’s performance judgements are unfair, inaccurate, or too hastily made it can cause conflict within the company. The most common errors here are an inconsistent message and an overconfidence in the program’s ability to accurately judge employee performance. These errors can cause your program to fail in its overall goals such as building good leaders within the company.
There are three main types of programs to choose from one designing a performance management program for your company, each of which focuses on a different aspect to be improved.
This program focuses on the team as a whole. The main goals of a company that should choose a transformer performance management company is to make the team work perform efficiently as a group. Companies with transformer programs should be looking to make broad changes within the company itself.
The driver program shifts focus to improving the performance of the individual within the company. Companies with driver programs focus on building an employee’s skill set and improving their overall performance.
A rater program focuses on developing a scale on which to measure employee performance and using it effectively to rate employee performance.
Look at your current employee performance program if you have one. What behaviors is the program encouraging and discouraging? Are the employee evaluations it produces accurate?
Make sure the program you choose fits with the company goals to create an overall consistent message. Once you figure out which type of performance management program fits best with your company’s goals you have to design the program in a way that ensures its effectiveness. Look at what the company is currently doing to determine if any changes need to be made to make the program more cohesive.
Remember you want your staff yo be motivated so choosing a program that encourages a high level of employee performance is an important part of performance management for your company.