Employee Performance Management Strategies

What are performance management strategies?

There are methods to help you apply your strategy throughout your organization to ensure that all your goals are being met.

Each company has a unique management strategy that is spe­cif­ic to its val­ues, goals, and pur­pose. The idea is that if you communicate simple, realistic, and appropriate guidelines and expectations, you can better ensure that your employees will adopt and nurture your goals.

How­ev­er, every good per­for­mance man­age­ment sys­tem seeks to work towards the improve­ment of the over­all organizational per­for­mance, while sup­port­ing per­for­mance, pro­duc­tiv­i­ty and the well­be­ing of its employees.

How are they successful?

Con­tin­u­ous per­for­mance man­age­ment allows man­agers to see when employ­ees go above and beyond. It helps them track progress against goals and per­son­al devel­op­ment and make informed deci­sions about addi­tion­al com­pen­sa­tion, such as pay-ris­es or bonus­es which is just as equally appreciated by workers as well as seen with Clear Reviews statistic from 2018 claiming that 83% of employ­ees work­ing in an envi­ron­ment with good reward and recog­ni­tion struc­tures say they are con­tent in their posi­tion

It also helps devel­op a rela­tion­ship between employ­ee and com­pa­ny. If an employ­ee is aware that their man­ag­er and the busi­ness cares about what they are doing and is ded­i­cat­ed to help­ing them do bet­ter and progress, their career their relationship and attitude towards the company itself improves tremendously.

How are they unsuccessful?

For such systems to work efficiently many factors come into play. These include but are not limited to goal set­ting

Goal setting needs to be just. Goals can’t be too easy, or employ­ees won’t feel sat­is­fied. This ties in with the study that most peo­ple enjoy a chal­lenge. They want to be stretched and to devel­op new skills. Equal­ly, how­ev­er, goals that are too chal­leng­ing can be demo­ti­va­tion­al. Employ­ees will burn out try­ing to accom­plish them, or they won’t try at all, believ­ing them to be impossible.  No per­for­mance man­age­ment sys­tem will be suc­cess­ful if the peo­ple involved don’t invest in the process, or will­ing to make it suc­ceed. If employ­ees sense their man­agers are apa­thet­ic about the per­for­mance man­age­ment sys­tem, they will mir­ror this atti­tude.

Tradi­tional­ly, per­for­mance man­age­ment has focused on data. It used to be the norm to use per­for­mance rat­ings. Unfor­tu­nate­ly, there is a big prob­lem with per­for­mance rat­ings. Stud­ies have found them to be far from moti­va­tion­al and they have been shown to impact per­for­mance negatively.

Conclusion

It’s important to understand the nature of your organization’s management strategies and how well they are outlined to the employees before expecting big success or progress of any kind.

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Strom HRM provides easy to understand appraisal system for employees, Managers and HR team to understand and measure against the goal oriented KPI’s and performance trackers.