Do your supervisors and leaders help your employees consistently grow and develop?
While this might seem like something more suited for the company to deal with, leaders and managers need to focus on performance management as an opportunity to grow and develop together. In HR, it’s essential to focus on how to build your performance management and help both your managers and your employees grow and improve themselves. 86% of employees and executives say lack of collaboration or ineffective communication is responsible for workplace failures. Failing in the workplace happens, but it doesn’t have to be this common.
71% of employees who believe their manager can name their strengths to feel engaged and energized by their work. Many organizations are struggling with engagement issues. However, few realize that by empowering managers and HR pros to work on developing people, they’re giving employees the feedback that creates engagement within the workplace! There’s no better way to kill two birds with one stone.
Performance management is a key tool in growing your organization and focusing on the many ways to improve performance. It’s always essential to look into and understand the ways that this system can be improved in the future.
How does performance management impact your company?
Performance management sure is important for any company interested in growing their performance and efficiency. According to Berkley, most people describe performance management as,
“…An ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results.”
For managers, it can be a difficult task to consistently think of constructive feedback and communication. That’s why so many organizations only conduct yearly reviews, where for the most part that’s really the only time performance communication occurs between an organization and an employee. This concept is severely outdated, as many studies find that consistent daily performance management impacts performance management much more than these yearly meetings.
For performance management to thrive in modern-day work environments, management needs to be involved almost daily. Constant communication is key when looking at how to improve performance. In 2016, 82 percent of workers surveyed said their company used an annual review. That number dropped to 65 percent in 2017, 58 percent in 2018 and 54 percent in 2019,
Your employees will greatly benefit from a company that focuses on constant communication. Let your employees and new hires know what to expect communication-wise by creating a fantastic employee handbook with AirMason! One of the world’s top employee engagement and onboarding tools, AirMason digital employee handbooks revolutionize your organization and set you on a solid path for performance management.
What are your KPIs? Are your goals being met?
Part of the first step of performance management is reflecting on your current performance. It’s great that you realize that your performance management isn’t optimized, let’s keep taking a look at how your current KPIs and goals are performing.
While I’m sure you have several different KPIs and goals for each department at your organization, have you taken the time to reflect on their performance from a management perspective? While it may be obvious to notice underperforming departments, it’s not as obvious to find the true reason behind why.
For many organizations, poor performance management is at the root of many of these issues. Curious why? It’s because employees and managers aren’t on the same page when it comes to performance expectations. Managers can demand too much, mismanage employee skills, or simply just not communicate deadlines and tasks correctly.
Your employees are the engine of your organization, but your managers are the drivers. If you keep losing races, before complaining about the engine and switching things up, take a look to double-check that your driver knows how to use their car properly.
The issues that inefficient performance management brings
We just touched on one of the clear ways to know if your performance management isn’t optimized, want to know more? It’s difficult to be able to tell sometimes if performance management is running at its smoothest or not.
While KPIs and statistics are always a good start to tell if performance is dipping, there are many other ways as well. Have you ever taken a look at employee engagement and wondered why certain employees may not be engaged? It’s likely due to managers not communicating with them efficiently.
With the rise of remote work, employee engagement has been a struggle for many. One of the main drivers behind this is the fact that employees simply feel less connected with their direct superiors, and struggle with managing their performance because of this. Many employees need consistent connections with managers to be able to successfully build productive performance. If you’re noticing employees who aren’t performing and don’t seem engaged, consider taking a look to see if managers are reaching out and speaking to them as often as they’d like.
If you’re dealing with an entire department that’s suffering from low-performance scores, consider the chance that your KPIs need to be adjusted or changed completely. While measuring statistical performance management is a great and useful tool, in reality, it is only effective if measured properly.
How to continue growing performance management in the future
The goal of every large-scale organization is to maintain and grow a high level of performance. While figuring out the immediate problems in your performance management, what’s much more important is building the right structure and foundation for the future.
Making sure that you focus on using the right statistical analysis and performance measuring tools, while also building management/employee communication is the best ways to grow performance in the future. Finding the right tools with the right KPIs will help both managers and employees recognize the strategy and work needed to reach goals and surpass targets. Building a company culture of communication and connection between employees and managers is another key focus that your company should focus on in the future.
Your employees and managers will come and go. What’s important is that your company culture’s performance management is the best that it can be, and strives to be greater and greater.
What’s the first step to improving performance management?
Great question! It’s starting a fantastic employee handbook with AirMason. By building your company policies and benefits into a handbook employees will actually want to read, you’re securing employee engagement that instantly improves performance management.
If you’re curious about what this would look like for your organization, why not consider speaking with one of our fantastic team members for a free demo to learn more about how AirMason can help you!