Debora M

A large part of working in Human Resources (HR) is regulating performance management. Creating a space where you and your employees can produce excellent work and perform to the best of your abilities is no easy task, but with the right strategies, you can make it work.
Try These 6 Performance Management Strategies
1. Define and Communicate Company Goals and Performance Objectives
Your employees cannot meet your performance expectations or company goals if they are not clearly outlined, making this our first step toward effective performance management. Sometimes employers are not as clear as they could be when outlining their goals or company objectives, and often, employees do not come forward to ask follow-up questions when they are confused or unclear about something. Preempt this pitfall by being as clear and communicative as you can possibly be.
2. Utilize Performance Management Software
If you are not already using a performance management software, it may be time to consider trying it out. If you do already use one and it’s not saving you any time, your team complains about it, or it has low employee engagement, it may be obsolete and in need of an upgrade. Performance management software can really streamline your performance management strategies, making it imperative that you either begin using one or at least begin looking to upgrade.
3. Offer Frequent Performance Feedback
While clearly communicating company and individual goals is an essential step for any business, communication alone is not going to get you all that far. Your managers will also need to check in with teams and employees periodically not only to gauge progress but also to provide feedback.
4. Use Peer Reviews
Another great way to foster effective performance management is to utilize peer reviews, also known as 360-degree reviews.  Again, this is a feature that can be found on most performance management software programs. Peer reviews are useful because they allow coworkers to praise other coworkers and highlight positive aspects of their performance, as well as point out where improvements can be made.
5. Preemptive Management and Recognition
One way to guarantee results in the workplace is to implement rewards and practice preemptive management. This simply means that your employees always know what is expected of them so there is never any guesswork or need for consequences in the workplace.
6. Set Regular Meetings to Discuss Outcomes and Results
Also known as progress reports or progress meetings, setting aside time to meet with your team and seeing how things are going with your set goals and objectives are important for meeting those goals and objectives.
These meetings can be held weekly, monthly, or as often as you see fit. Ensure that your team knows that attendance is mandatory. This makes the progress feedback more accurate and allows you to make plans for moving forward.