When your company is small, having formalized employee performance and talent management processes can seem unnecessary. But since your staff are your most strategic resource, and your only sustainable competitive advantage, it makes sense to establish some HR processes that help maximize employee performance.
Here are 3 basic employee performance management best-practices that every company should have in place, regardless of their size:
- Goal management
- Performance feedback
- Development planning
Goal management starts with setting organizational goals and communicating these to all staff. Then, every employee should work with their manager to establish individual goals that are pertinent to their job/role, and help the organization achieve its goals.
Everyone should periodically evaluate their progress on goals, and communicate that to the management team. Effective goal management lets every employee know how their work is contributing to the organization’s success, and lets management know everyone is “working on the right things”.
Employees also need regular feedback on their performance, so they know what they’re doing right, and what they need to change. Every manager should do this informally, on an ongoing basis, but it’s also important to setup a formal process for giving employees the feedback they need to develop and succeed. You should conduct performance appraisals at least annually, but may also find semi-annual or quarterly reviews helpful.
Finally, the best employees are those who are continually developing and expanding their skills. Managers should meet regularly with their employees, and identify strengths and areas for improvement or expansion, then assign appropriate development plans.
Remember, development doesn’t always require taking a course. You can provide training and support learning through: webinars, volunteer activities, work assignments, job shadowing, mentoring, reading, etc.
These three basic employee performances management best-practices support employee performance and engagement, and are vital to your employees’ and company’s success.
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All this corporate BS makes my skin crawl.
Most employees couldn’t give a rats arse about your company, they care for themselves (what’s in it for me). If you want employees to fly you have to help them align their personal values with the companies values.
This process is to much work for most employers. But this is the only way to develop a self motivated vibrant team. Screw that heartless corporate crap. You must genuinely care for your guys then they’d take a bullet for you.
It’s important to remember that feedback is a two way street. Employees want to know their suggestions and ideas are valued by the company they work for. If you don’t listen to them, why should they listen to you and their managers?
Mr. Conrad’s article and the post comments that follow provide interesting perspectives. I would suggest that companies need to provide adequate training and resources for employees to succeed, coupled with an environment of accountability, with tools that can accurately measure performance and reward achievement.
Good article and interesting comments, I would agree with the first comment that the work force has changed over the years. Its important to align the company goals with the employee goals. I’ve used a book over the years that your readers might find useful. The One Minute Manager is not filled with a bunch of fluff, it goes right to the point.