Performance management is essential to businesses because it can help them not only to improve employee performance but also to align employee performance with the company’s strategic objectives and goals. Some think that performance management is just performance reviews, but in reality, it’s a lot more than that. Why performance management is important is essential to understand so you know how valuable performance management software can be.
What Is Performance Management?
Performance management is the overall process of communication and feedback between managers and employees in order to achieve the company’s strategies and objectives. While performance reviews do play a role in this process, the entire performance management process is about using those reviews to align employees and company goals. This also means setting employee goals and expectations clearly so employees can work towards them.
Step 1: Setting SMART Goals
A SMART goal is a goal that is:
Setting such goals are important to a company because they clearly outline to an employee what the expectations are for their role and their performance. A lack of clear expectations can cause performance issues even in the best employees and result in a decrease in engagement and a loss of productivity.
HR and managers should work together to define employee goals and expectations so that they align with higher-level company objectives.
Step 2: Communicate Continually
Communication is also a vital part of successful performance management. Annual performance reviews often aren’t enough because employees who aren’t meeting expectations can’t make improvements until the review happens. Having a process involving continual communication and check-ins about performance can help keep everyone on track to meet company objectives all the time.
Performance management is such an essential part of achieving company objectives that checking in only once a year isn’t sufficient to keep everyone on track.
Step 3: Recognize Success
Managers should communicate regularly both positive and negative feedback. It’s important for employees to know when they’re doing well in addition to how they can improve. Employees are more engaged and productive when their accomplishments are recognized. Your performance management system should recognize when employees have achieved or even exceeded their goals and expectations. Managers should then reward those accomplishments.
Step 4: Analyze Data for Vital Insights
To achieve your performance management goals, you should be using a performance management system. By digitizing the process, you not only make the goal-setting and management process faster and easier, but you’re also collecting valuable data that the software can turn into insights that could help your organization. These insights can be used to measure how current performance measures up against goals and how those contribute to meeting overall company objectives.
Step 5: Adapt Your Performance Management Strategies
Employees aren’t the only ones who should be striving for improvement. Company strategies and goals should also change over time to accommodate changing circumstances and successes as well as the makeup of your organization’s staff. The insights your performance management system provides can help to guide adjustments to company goals. This can help you to maximize the effectiveness of your performance management process.
What Are the Benefits of Performance Management?
There are a number of benefits of a performance management system. To start, having an employee performance management system in place can help you to identify areas where more training is needed. This process can also help employees identify their ideal career paths within your company and help with succession planning. HR performance management systems can also help to improve morale, productivity, and engagement while reducing turnover and micro-management because goals and objectives are very clearly defined and tracked.