The Principles Of Effective Performance Management—And How To Implement Them

Introduction

There’s a lot of pressure on managers to get performance reviews right. If you’re in charge of delivering them, you’ve probably tried your best to understand the employee you’re evaluating and help them grow their skills. But if your reviews aren’t effective—if they don’t inspire employees to keep improving their performance—then all that effort is wasted.

In this article I’ll show you how to deliver a great performance review using seven key principles that will help both you and your employees be more successful.

Set goals that motivate and inspire.

• Set goals that motivate and inspire.
• Goals should be specific, measurable, achievable, relevant and time-bound.
• They should be challenging but realistic, aligned with your company’s strategy and shared with your manager.

Minimize the number of metrics you use.

• Minimize the number of metrics you use.
• Use metrics that are easy to track, understand, measure and act on.

Keep your performance management system simple.

While it’s important to review your company’s performance management system, you also need to make sure that the process is simple. It should be easy for employees to understand and use, with clear guidelines and expectations.

The best way to ensure that this happens is by creating a simple system that doesn’t require a lot of training or explanation. For example: if all employees know exactly what their goals are for any given quarter or year (e.g., increase sales by 5 percent), then they won’t have any trouble understanding how much progress has been made toward those goals at any point in time–and they can use this information as part of their own performance reviews.

Use peer feedback effectively.

Peer feedback is a great way to get honest, constructive feedback from your peers. But if you’re going to use it effectively in your performance management process, make sure that you have a system in place for collecting and processing peer feedback.

Also, don’t use peer feedback as a way to pass the buck–if someone gives you negative feedback on an area of weakness or improvement opportunity during their review cycle, don’t just ignore it! Instead, take time during each performance cycle (or at least annually) to reflect on how well your organization is doing against its goals–and determine whether there are any areas where improvement could be made.

Provide regular feedback, even if it’s negative.

Providing regular feedback is an important part of the performance management process. The best way to give feedback is not at the end of the year or when you are angry or frustrated, but rather regularly throughout the year. Feedback should be given in a timely manner so that employees can make adjustments and improve their performance as needed.

Make sure everyone is on the same page about what constitutes an effective employee performance review.

It’s important to define the problem before you start on a solution. In this case, you want to make sure everyone is on the same page about what constitutes an effective employee performance review. You need to make sure that your employees know how they should be performing at work, and what kind of results they should be getting from their efforts.

For example: if one of your goals is “increase sales by 5{b863a6bd8bb7bf417a957882dff2e3099fc2d2367da3e445e0ec93769bd9401c} over the next year,” then it might not be enough for an employee just to say “I did my best.” Instead, ask them questions like “What did your best look like?” or “How does this compare with other people in similar roles who are also trying to achieve similar goals? If we’re going after similar results but yours aren’t as good as theirs (or worse), why not?”

If you focus on these principles, your company’s performance management process will be more effective for both employees and managers

If your company has a performance management process, it’s important to make sure that it’s effective. If you focus on these principles, your company’s performance management process will be more effective for both employees and managers:

• Employees know what is expected of them. They understand their role within the company and how their work contributes to the larger goals of the organization. This helps them stay motivated, engaged and committed to their work–and ultimately more productive at what they do every day.
• Managers have better information about who should be promoted or given raises based on merit rather than favoritism or politics. With clear criteria established upfront (which should also be regularly reviewed), managers can make decisions based solely on merit rather than subjective factors like popularity among coworkers or other personal agendas which may cloud judgement when making promotions/increases decisions

Conclusion

There are many different ways to manage performance, but the best systems are those that are simple and easy to use. You don’t need complicated software or a huge amount of time invested in them if they’re effective at helping employees improve their skills and meet their goals. If you focus on these principles, your company’s performance management process will be more effective for both employees and managers