What is Performance Management?

• Performance management is about aligning strategic, operational and leading indicators in such a way that we can see when one is affecting the other
• It’s about identifying and developing individual strengths (employees and managers) and creating teams where those strengths are used to advantage
• And it is recognising that organisational performance is driven more by the culture of the organisation than any individual performance management tool or practice

Why is managing performance important?

• Because it helps people understand the importance of their contribution to organisational goals and objectives, what’s expected of them and the skills and support required to achieve this
• Because it drives engagement
• It ensures effective communication throughout the organisation and linking of objectives
• It enhances the individual/line manager relationship, encouraging line managers to build positive relationships with their team members
• The keys to the successful introduction and application of performance management are: being clear about what is meant by performance; understanding what the organisation is and needs to be in its performance culture; being very focused on how individual employees will benefit and play their part in the process; understanding that it is a tool for line managers and its success will depend on their ability to use it effectively

How do you measure performance?

• To manage performance effectively, individuals should know on what basis their own performance will be measured (Performance Development Plans)
• Measures should be transparent and applied fairly across the organisation
• Ideally there should be a mix of individual and team measures, and measures relevant to both the inputs and the outputs of performance
• Examples of performance measures include:  achievement of objectives against agreed targets of performance; improved behaviour, measuring the extent to which individuals exhibit behaviours associated with sound performance such as respect for others and collaboration rather than conflict; improved skills and experience and the extent to which news skills are applied in the job; understanding of the team’s role; engagement scores

How People Resolutions can help:

• Planning: Reviewing Performance Development and Reward frameworks to ensure they are in line with the direction of the organisation
• Prevention: Providing a wide range of management training programmes to ensure line managers can manage people effectively and draw the links with key performance indicators
• Resolution: Resolution of individual performance issues and potential conflicts or grievances through coaching, facilitation, consultancy, professional Mediation and expert Investigation
  
  

To discuss further, call us free on 0800 6125 110, email This e-mail address is being protected from spambots. You need JavaScript enabled to view it or download our fact sheet.