Most organizations reach a point where they could substantially benefit from formalizing their performance management system. Doing so typically isn’t easy, of course. Many employers prop up an old system involving an employee manual, perhaps various memos and an annual job review only to see it falter in effectiveness or even collapse. To succeed at executing an effective performance management system, you need to build a solid frame by recognizing the foundational details.
Information overload is inherent to the development of any performance management system. So don’t be surprised if you and your team initially feel overwhelmed. To help you set realistic expectations, here are some of the most common tasks associated with designing a system:
- Choose the number and types of performance categories to assess.
- Design performance-review forms that are fair and appropriate for all employees.
- Establish a sensible time frame for establishing and reviewing job duties and objectives.
- Set up a schedule of formal job reviews, check-ins and other interactions.
- Secure approvals from managers and ownership.
By completing these tasks, and others like them, you’ll form the frame of your performance management system. And it’s here that careful, patient construction is paramount. Undertaken hastily, you could inadvertently create a cumbersome, bureaucratic and ultimately ineffective system.
Establish time estimates for implementing and administering each step in the new performance-management process. Specifically, ascertain the time each supervisor and staff member will spend during each step. Try to come up with ways to help both manage their time appropriately, such as implementing mandatory check-in sheets or setting up email reminders.
It can be a painful irony when a performance management system ends up inhibiting supervisors and employees from doing their jobs and being productive. Done right, however, this system can provide a solid structure for maximizing performance and helping employees envision their future with your organization. Contact us for more ideas on enhancing employee performance.