Performance Management: Use these examples for setting employee performance goals. Help your employees master this skill with 5 fresh ideas that drive change.

Performance Management is a method by which supervisors and employees work together to plan, monitor and review the employee's work objectives and overall contributions to the organization.

Performance Management: Set Goals for your Employees. Here are some examples:

  • Set realistic goals and help employees accomplish them effectively by providing all the appropriate training and support
  • Find out whether there are external reasons such as a recent bereavement that may be affecting the employee's performance
  • Apply a statutory disciplinary procedure if one needs to dismiss an employee for poor performance and give the employee an opportunity to appeal against the procedure
  • Ensure that every employee knows what is expected of him/her by translating a complex strategy into simple objectives and actions
  • Explain to employees not only what needs to be done but exactly how one expects it to be done
  • Hold regular informal meetings with line managers in order to discuss current work and suggest developments
  • Offer regular feedback to employees in order to recognize achievements, encourage progress and identify any future problems
  • Give employees an honest opinion and avoid being too positive or too negative in order to help them understand their strengths and weaknesses
  • Communicate clearly and concisely; adapt a language and style that ensures employees are given the right information
  • Talk about the past performance but focus on the future; provide coaching and training to help employees develop new skills for future projects

Performance Management: Improve and master this core skill with these ideas

  • Deliver feedback. Giving feedback when it's needed is ideal for the growth of the individual and the company as well. Giving negative feedback most times demoralizes the person making them lose focus and interest. Based on your observations learn how to give both positive and negative feedback in a way that the employee will be motivated to do their work better and achieve more.
  • Give praise. Recognize others for a job well done motivating them even to do better next time. Learn to give both formal and informal praise that can be verbal or written to both individuals and teams. Give official recognition at the right moment to keep your team engaged and performed well.
  • Ask the right questions. Asking the right questions leads to efficient performance. Using a broad range of questioning techniques that encourage the team or individuals to think creatively and research widely should be invited to ensure work is appropriately done. Allow the employees to discuss performance issues in a constructive manner that encourages hard work.
  • Identifying areas of development. To help an employee or team grow, the management ought to find new appropriate challenges that will stretch their skills and assist them to develop. Holding regular developments discussions with each team member ensures that possible development areas are sighted early enough. Remember to strike a precise balance between possible events and providing adequate support, resources, and guidance when it is required.
  • Set the performance objectives. Establishing clear and achievable goals is a great culture that every company should keep. Use smart objectives that link individual's goals to the company goals making them easier to achieve. Don't be too rigid or too lenient when setting these targets because they measure the company's overall achievements.

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