Strong performance management strategies
empower employees and managers to define success
We have all been told the benefits that performance reviews can have on employee productivity. Employees clearly understand what is expected of them, how to achieve certain goals, and why they will make a real difference to the future of the business. However, just the practice of conducting performance reviews and expecting high performance does not necessarily correlate to high performance.
There are tactics to help your employees maximize their productivity. Practicing three tips while writing performance reviews will help define “high performance” for your organization and lay out how employees are expected to attain it:
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1. Involve your employees in setting their personal goals. Instead of just dropping goals onto your employees’ laps, discuss goals by asking them, “what do you think you can achieve?” From there, you can then negotiate your expectations and get their buy in, which will push them to complete the performance goals. |
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2. Keep the goals realistic. Any goal—whether it’s at work, at home or on the athletic field—needs to be difficult, desirable and doable. Setting goals too high will only deflate the worker; setting them too low will erase the challenge of work, which will turn off the person in its own way. |
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3. Avoid micromanaging. You may want to lay out every detail of how employees should achieve those goals, but resist the temptation. If you spend most of your managing time telling employees how to do their work, rather than trusting them to reach the clear goals you’ve set, you’re treading into micromanagement waters. Micromanagement can give employees the message that you think they are incompetent or that they do not have the ability to perform the tasks at hand. |
Integrate performance reviews within OnePoint HCM HR Module
OnePoint HCM HR module offers a performance review module that can assist you with conducting effective performance reviews. Further, as an important component of all employee records, having performance reviews stored centrally in the HRIS simplifies access to performance history.
The OnePoint Performance Review module is completely customizable enabling managers to conduct the entire performance evaluation process right through the system. Streamline processes for the multi-layered workflows that often required during evaluation season. Add notifications to remind staff and managers of important deadlines. Just about any performance appraisal style can be developed according to what best suits your company. Some of the many options are:
- Competencies can be customized and can be company specific or job specific.
- Individualized personal goals can be created for each employee prior to his or her review and gathered from the last review.
- Competencies and goals can be weighted and the results can be rated according to your company’s desires.
- There is a customizable workflow to make email notification for required timeline milestones. For example, the evaluation can start with the employee for self evaluations, then management can be notified when employee completes their step, next executive level management and then to HR for finalizations and pay increases.
