When it comes to managing performance in the workplace, there are three essential elements that must be in place for success. Jennifer Hartman, a human resources specialist and staff writer for Fit Small Business with more than 15 years of experience in accounting, payroll and human resources, explains that the first step is to set corporate and departmental goals. Once these have been established, individual goals must be set for each employee. These are the objectives against which they will be measured.
The second element is to create a performance management cycle. This cycle should include regular reviews of long-term performance, goals and feedback with employees. During these reviews, managers should provide employees with meaningful feedback about their performance and development opportunities. The third element is to use performance management software to manage the elements of performance management in one place and streamline the process. To achieve individual performance objectives, organizations must first establish their corporate objectives and long-term vision.
This should be done through open communication between managers and employees. This will help ensure that employees are engaged and motivated to produce high-quality work. The final element is to use a Performance Improvement Plan (PIP). This formally documents the steps taken to help the employee improve their work performance. It also provides guidance on what the employee should do to improve their work performance. By bringing together these three elements into a complete process, organizations can create an effective performance management system that will help employees reach their goals and maximize their potential.