The employee, performance management process is about aligning the organization objective with the employees agreed measure, competency, skills, development plans, and the delivery of results. The emphasis is on improvement, learning, and development in order to achieve the overall strategy of the business and to create a high-performance workforce.
Beginning around 50 years ago as a source of income justification employee performance management process was used to determine an employee wage based on the performance.
Organizations used this new method to drive behaviors from the employees to get specific outcomes. Moreover, this worked well for some of the employees who were solely driven by the financial rewards. Moreover, where employees were driven by the development and learning of their skills, it failed miserably.
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What is Performance Management?
When it comes to what is Performance management? It is defined as the systematic process by which an employer works with the employees to improve effectiveness in the accomplishment of work goals or objectives.
Its fundamental purpose then is to promote and improve employee productivity via planning, monitoring, and a review of their overall contribution to the organization or business.
So, below we have listed some of the Benefits of Performance Management:
Every employee wants to do what they are hired for and be recognized for a job well done. Moreover, this should not come at the cost of schedule imbalances that result in one half of your workforce putting in overtime frequently and the other half skills which are getting benched.
Digital transformation has enabled lightning-quick communication, which makes it possible for the teams to work as a collaborative unit.
Communication is highly enhanced when conversations, plans, and decisions are unified. With the help of this way, each review session draws on recent updates. Besides personalizing staff performance management process, open communication prepares your people for the discussion to follow.
As per the report, great companies prefer productivity over efficiency, which starts with creating a purpose behind each role. Moreover, for employees to be truly productive on the job, they cannot be confined to roles that limit their capabilities.
This is where the Key Performance Indicators or KPIs come in. While it even varies at both the industry and departmental level, KPIs outline the metrics on which employee performance goals are to be based.
This is one of the major benefits of performance management, as businesses are nowadays seeing an influx of millennial workers as more and more baby boomers retire. But given how flighty a gig economy can get if employees are not given sufficient room to grow professionally, you risk losing them to a competitor offerings perks besides a great remuneration.
Offering your team an opportunity to reskill at work is a win-win for you and your employees. Besides readying them for change, it also helps to facilitate employee performance reviews that determine their fit in the long run.
Researchers show that employees whose managers actively promote self-development are better equipped to think and innovate strategically.
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(The images used in the post are extracted from unsplash)