In today’s modern workplace, performance management is rapidly evolving making it almost impossible for any company to neglect this process. Companies are shifting off from using the typical annual performance appraisal to a fastidiously executed performance management process that boosts employees’ motivation and increases company’s productivity drastically. Apply these few methods and see your employee productivity skyrocket!
- Be a coach instead of a judge
Show your employees that you are on the same team as them and they’ll see that you are there to help them improve. The goal is to help employees raise their standards and ultimately it will help your company reach greater heights.
- Collect feedback from others
Helps you collect information from employees’ supervisors, peers and subordinates about the employees’ behavior at work and the impact they have on the others and their work.
- Let the employee know what the discussion is going to be about
No one feels comfortable coming for a meeting not knowing what they are going to discuss about. By sharing the topics beforehand, it gives employees an idea of what they should be expecting and both parties will be prepared for the meeting. In this way, the discussions will be more in depth and meaningful.
- Be specific on rating elements
Being transparent about how the employees’ performance is rated gives them more clarity and helps them make improvements on their own which is a good method for personal development.
- Regular talks on performance
We all know that having talks once in a while gives us an uneasy feeling to the employee and may cause some anxiety. Emphasizing on frequent chats provides more flexibility which is less unpleasant for employees. Managers can consistently motivate, coach or have a clearer understanding of the difficulties employees are facing and better accommodate to their needs by adjusting their goals.
- Be a good listener
There must be a two-way conversation in order for a manager be able to mentor employees. By listening, a manager can comprehend employees needs instead of simply saying what should or should not be done.
- Be careful not to have a bias attitude
- Recency bias: when you base your feedback on the employee’s last performance. You give only positive feedback for good performance and only negative feedback for a lack of efficiency in his/her last performance.
- Halo bias: evaluating an employee highly just because he/she is performing well at one task although he/she might be mediocre at other tasks.
- Horn bias: rating an employee poorly just because he/she is not doing one task correctly
- Leniency bias: giving all the employees a satisfactory rating so you don’t have to justify
- Contrast bias: comparing an employee with the other employees instead of evaluating him/her with the company’s standards
Apply these simple but effective methods and see how your performance management will shoot up in no time. Employees who observe self-growth and development will be better engaged with the company.