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Stages of Employee Performance Management

Employee performance reviews need to be conducted using a clear system that everyone understands and follows. If you do this you will increase your ability to manage employee performance – both good and bad.

All performance management systems in business are made up of just 4 basic stages – everything else is just window dressing.

These stages are:

1. Setting clear goals or targets

2. Performing the work

3. Checking how the work went against the goals or targets

4. Setting new goals or targets


So, how do you set clear goals and targets? The basics of any effective employee performance goal or target are having clear and shared understanding of:

· What has to be done;

· How is it to be done (which includes information, resources or riding instructions); and

· How do you know that it has been done successfully?

You develop your clear and shared understanding as part of your employee performance review. This can be through discussions or through formal written documents - the level of formality depends on your individual needs, company policy and the relationships you have with your staff.

Performing the work stage of the cycle is fairly self explanatory. This is where you as a manager get out of the way and let the actual work be performed. However, you do provide regular and ongoing feedback to help keep your employee on track. I like to think of it like a test and measure for your advertising campaign – you regularly check in with what is working and then adjust things as you go to get the absolute best out of the campaign.

My over-riding rule for all employee performance review processes is “No new information”!

There should be absolutely no surprises to your employees if you have provided feedback correctly during the “doing” stage of the process. If there was a surprised reaction, this is giving you feedback that your own personal communication style may need some attention.

At the review stage you review and summarise how things went and then start the whole cycle again. You can hold your reviews every 6 or 12 months, depending on your individual company and the needs of your projects or tasks.

Employee Performance Reviews with your staff does not have to be a “big deal” – it just needs to be regular, ongoing and understood.

Until next time

Ingrid




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