Do you dread monitoring and evaluating employee performance? Many managers do. It’s hard to strike a balance between encouraging employees … Read more
When it comes to managing employee performance, many businesses miss the mark. Here’s why: They put all their focus on the annual review, rather than treating performance management as a dynamic, year-round process.
If you only share feedback at review time – sitting across a desk and checking off boxes on a rigid appraisal form – you’re overlooking valuable opportunities to mentor, support and guide your employees.
A recent Gallup survey regarding employee measurements supports this position. The survey found that only 1 out of 5 employees strongly agree their performance is managed in a way that motivates them to do outstanding work. Yet employees who strongly agree that their managers hold them accountable for their performance are 2.5 times more likely to be engaged in their jobs.
For more relevant, motivating and results-driven performance management, you should:
Reinforce the employee’s strengths (with specific examples) at the beginning of the review to set a positive tone and help put the employee at ease.
Keep track of daily performance. A performance log lets you jot down notes about an employee’s good or bad behavior, as you observe it or hear about it. This information can be a vital reference for weekly or monthly discussions and, certainly, much more reliable than your memory will be at review time!
OK, you’re keeping the lines of communication open with your employees and providing thoughtful feedback on a regular basis. But you also need to complete a written appraisal and conduct a formal, one-on-one review. Here’s how to make the most of it:
For more insight on how to address the highs and lows of employee performance, check out the on-demand webinar, “Five Performance Management Scenarios: Navigating Everyday Encounters for Greater Results.” Whether you’re a new manager or a seasoned HR professional, you’ll gain valuable insights that can make a difference in your interactions with employees.
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