What are Performance Management Strategies? 

What are Performance Management Strategies? 

Performance management strategies are important because it can make the difference between success and failure. It is a crucial element in all organisations and businesses. Without monitoring performance you will have no way of knowing how effective your staff, team, department and organisation are. This will result in directionless goals and a confused and aimless working culture. Creating the right working environment, in which you and your employees perform to the best of your abilities isn’t easy, but with the right strategies, it is achievable. 

Of course, effective performance management has many factors. It’s about leadership, interpersonal relationships, constructive feedback, and teamwork. Even when it comes to the difficult issues or managing a process your employees have little interest in, there are strategies you can adopt that makes these tasks more doable.

Whatever the obstacle there are ways to help thing runs efficiently in the workplace. Consider the following six strategies for effective performance management.

Define and Communicate Company Goals and Performance Objectives

Before you even begin to put any performance expectations on your team or employees, you need to be very clear about the company goals. If they are not clearly outlined and communicated within your company, this needs to be your first step towards effective performance management. Sometimes employers are not as clear as they could be about the company goals or objectives. And if this information doesn’t come from the top, it is highly unlikely to be questioned further down the chain. Leading to confusion and and a lack of clarity throughout the organisation.

Offer regular performance feedback

We are all regularly giving and receiving feedback. This could be verbally or in writing, or implicit in our gestures or tone of voice. Feedback provides information about how you have perceived other peoples behaviours and gives an evaluation of those behaviours. Feedback can reinforce your employees strengths, keep them goal orientated, provide direction for behaviour, and increase their ability to identify and solve problems on their own. 

So to give feedback effectively you need to; concentrate on the behaviour, not the person. Provide positives as well as negatives and vice versa. Give specific examples. Try and be realistic about their skills, ability and your own expectations. Take ownership of your feedback, don’t blame it on others. Be consistent, make sure you provide regular feedback which follows a clear format. Finally make sure you offer continuous support, the feedback should only be one method of performance management.

Set Regular Meetings to Discuss Outcomes and Results

By regularly checking in with employees you can begin to create a strong understanding of strengths and weaknesses. If they are struggling to achieve a particular goal but regularly achieve others, would it be worth adjusting their work plan and concentrating on areas they perform well in. Do they require training? Perhaps they would benefit from a mentor or would work better in a team? By reviewing progress regularly you will be able to pick up on these subtleties and provide your employees with the support and guidance they need to reach their potential for themselves and the organisation.

These simple strategies for effective performance management can work wonders when implemented into your organisation. By making your business about the people involved, making the most of their abilities, recognising strengths and weaknesses, providing motivation and clear goals, you can create the right work environment for success.

Training 

Engage in Learning’s Performance Management Pathway courses will introduce you to ways to develop a motivated, high performance workforce and how to set achievable expectations. The Performance Improvement Strategies module will show you how to encourage your employee to exceed expectation, increase motivation and work with those who are under-performing. 

Our Performance Improvement Strategies course can be found here.