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Performance Management Strategies

This document discusses performance management strategies for organizations. It states that all organizations must manage employee performance to ensure goals are met. It also discusses that managers need to align employee performance with organizational vision and strategies. The document provides several tips for effective performance management including clearly defining goals, using performance management software, providing frequent feedback, conducting peer reviews, recognizing good performance, and holding regular review meetings. Overall, it emphasizes the importance of performance management for developing employees and achieving high organizational performance.

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komal
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91 views

Performance Management Strategies

This document discusses performance management strategies for organizations. It states that all organizations must manage employee performance to ensure goals are met. It also discusses that managers need to align employee performance with organizational vision and strategies. The document provides several tips for effective performance management including clearly defining goals, using performance management software, providing frequent feedback, conducting peer reviews, recognizing good performance, and holding regular review meetings. Overall, it emphasizes the importance of performance management for developing employees and achieving high organizational performance.

Uploaded by

komal
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Performance Management strategies

Every organisation must manage the performance of its people. If


you don’t, you won’t catch the misalignment issues that lead to poor
results. The performance of every person on your team must align
with the organisation’s vision. You need great performance
management strategies to ensure this happens.
Your managers will usually handle the performance management
aspect of the business for you. What you need to know is how to
give them great performance management strategies. This covers
both the strategic and operational aspects of the business. As
a result, your managers need the right strategies. This ensures
their performance management activities align with the
organisation.
Keeping your eyes on the business improving employee performance at the same time can be a
challenge; that is why performance management is so important in organizations. By its very
definition, performance management contributes to the development of individuals and teams in
order to achieve higher levels of organizational performance. 

Meaning of performance strategies- Performance


management is a set of
processes. Managers use them to improve employee
performance. The aim is to ensure employees always work
towards an organisation’s objectives.
Usually, performance management involves the following tasks:
1. Setting objectives for employees
2. Analysing and rating employee performance
3. Providing feedback based on previous discussions
4. Offering employee development opportunities
5. Linking pay and rewards to employee performance
According to Michael Armstrong and Angela Baron – ‘Performance management is a
process which contributes to the effective management of individual and teams in order
to achieve high levels of organisational performance.’
Try These 6 Performance Management Strategies

1. Define and Communicate Company Goals and Performance Objectives


Your employees cannot meet your performance expectations or company goals if they are not
clearly outlined, making this our first step toward effective performance management. Sometimes
employers are not as clear as they could be when outlining their goals or company objectives, and
often, employees do not come forward to ask follow-up questions

2. Utilize Performance Management Software


If you are not already using a performance management software, it may be time to consider trying it
out. If you do already use one and it’s not saving you any time, your team complains about it, or it
has low employee engagement, it may be obsolete and in need of an upgrade. X

3. Offer Frequent Performance Feedback


While clearly communicating company and individual goals is an essential step for any business,
communication alone is not going to get you all that far. Your managers will also need to check in
with teams and employees periodically not only to gauge progress but also to provide feedback.

4. Use Peer Reviews


Another great way to foster effective performance management is to utilize peer reviews, also known
as 360-degree reviews.  Again, this is a feature that can be found on most performance
management software programs. Peer reviews are useful because they allow coworkers to praise
other coworkers and highlight positive aspects of their performance, as well as point out where
improvements can be made.X

5. Preemptive Management and Recognition


One way to guarantee results in the workplace is to implement rewards and practice preemptive
management. This simply means that your employees always know what is expected of them so
there is never any guesswork or need for consequences in the workplace.

6. Set Regular Meetings to Discuss Outcomes and Results


Also known as progress reports or progress meetings, setting aside time to meet with your team and
seeing how things are going with your set goals and objectives are important for meeting those goals
and objectives. TheseThese meetings can be held weekly, monthly, or as often as you see fit.
Ensure that your team knows that attendance is mandatory. 

7.Define Expectations
Your managers can’t define their expectations if they don’t
understand yours. A lack of understanding of the organisation’s
objectives leads to a loss of focus. Your managers don’t know what
to communicate to employees because they don’t know what areas
to focus on.
8.Stress the Importance of Regular Reviews
Most managers believe that they should hold reviews yearly. This
almost makes them seem less important. They become an end-of-
year inconvenience. But they should be a method of tracking
employee performance.  Doing them yearly makes them a task to
get through. Plus, it means that managers miss important
developments.
9.Move Away From the Lecture Format
Did you know that 46% of people leave meetings with no idea of
what they’re supposed to do next?
This often comes down to ineffective communication.
Your performance reviews are meetings that your managers hold
with employees. If managers don’t communicate well, employee
performance doesn’t improve.

10.Define Rating Scales


Most performance reviews have rating scales attached. For
example, you may ask managers to rate employees on a scale of 1
to 5 on different aspects of their work.Rating scales provide an at-a-
glance means of analysing an employee’s performance. But they
mean very little if you don’t define the scale itself.

11.Emphasise a Focus on the Positives


There’s an old performance management technique known as the
“feedback sandwich”.
It involves providing a piece of positive feedback, followed by
negative. You then follow this with another positive comment.

12.Review Your Reviewers


You’re responsible for reviewing the performance of your managers.
How you work with them influences how they review their team
members. As a result, your performance reviews set an example for
how the system should work.

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