Performance Management Definition and Explanations
What is a performance management definition that makes it clear enough to put into practice? The best way to provide a definition is to provide some great examples. So if you want to improve your communication between yourself as an employer, and your employees, then implementing good performance management strategies is essential. Performance management is a confusing field, but it is something that it is well worth investing in. The better you can set goals and expectations, provide feedback, and also solicit feedback, the happier and more comfortable your employees will be - and the more motivated they will be too.
Performance Management Definition - It is a Continuous Process of Monitoring Performance!
The most common performance management definition is that it is a continuous process which involves monitoring the performance of employees and empowering them to contribute to the development of their goals, and the goals of the business.
This performance management definition is simplistic, however, in that it does not explain how these goals can be achieved. The management team must make sure that everyone in the organisation both knows and understands:
- What the goals of the business are - when you are managing by objective, the objectives must be clear.
- What their own individual role is in terms of helping the business achieve those goals.
- What skills they should be focused on developing, so that they can fulfill their objectives.
- What they can do in order to improve themeselves and support the development of their team and the organization as a whole.
- How their performance has been so far.
- What they can improve on, and how they should go about this.
By ensuring that everyone in the team understands their position, and their role, they can ensure that their team is more engaged, and that they take pride in their work. Someone who is engaged and who takes pride in their job is more likely to show loyalty to their employer, and they are more likely to work that little bit harder when it is necessary to achieve an important goal.
Performance Management Definition - Performance Management Must Be Fair
It is important to make an effort to ensure that your performance management strategy is fair to everyone. Any decisions that you make should be based purely on merit - not on bias or personal preference. There is no room for discrimination or playing favorites when you are managing a team.
Every manager should understand how the strategy works, and they should be trained in working with their team efficiently. They should be given information about the company's objectives, and how to guide their employees as they work towards them. Meanwhile, individual employees should be given advice in how to set their own objectives, so that they pick ones which are relevant, measurable and attainable.
Conversation is an essential part of performance management. There should be regular and ongoing dialogue between team members and their managers, and the managers should hold meetings that will give people the chance to discuss their own performance, and any areas that they need to work on, as well as to provide feedback on the system.
These meetings should be informal, regular, and highly focused, so that people do not feel bored or like they are wasting their time.
Performance Management Definition - Your Personal Development Plan
These goals could be something as simple as attendance or timekeeping, or they could be something like sales figures or productivity. There are some useful models for this sort of thing offered online - ACAS, for example, provides tools for measuring performance management and for recruiting health checks.
Implementing performance management may be met with resistance at first since at first glance it sounds like a way for employers to 'keep tabs on' their employees, and that the only thing the business cares about is its own objectives - but once people understand that there is more to this policy, and that the goal is to help everyone in the organization to improve both on a personal level and for the entire company, then they are more likely to be on board with the idea, and will come to see the benefits of working with you on such a program - for their short and long term career goals.