Techniques to Manage Employee Performance

Performance management is used as an indicator to support decisions related to strategic planning, succession planning, training and career development, compensation and benefits, promotion, transfers or even termination of employment. This ensures the employees are received with a specific performance target and monitor whether it is being achieved as expected.

Some of the techniques to manage and improve employee performance are setting clear expectationsand communicating them at all levels. “Empowering employees can include ensuring they have the authority to make decisions critical to their success and the ability to delegate if necessary to get the job done” (Miller, 2015).Conducting timely employee performance appraisals are essential for employees to gauge where they actually stand and also to minimize errors.Training managers can also be done to make them equipped with necessary tools to help out employees to excel.

Differentiating compensation is required so that “employee pay is meaningfully different across levels of performance and results confirm that this practice links closely with outperformance” (Chowdhury, Hioe and Schaninger, 2018).Giving frequent feedback once a recognizable act is carried out will ensure employees are well motivated and enthusiastic. This can be carried out by verbal praising as well as through recommendation letters. However negative feedback can also be done where necessary, so that employees know what and where went wrong to avoid future drawbacks. Being open to feedbackis vital so that managers listen to employee suggestions and inputs for the betterment of the organization.

Another new concept is Performance coaching that focuses on direct relationships with employees and managers. “It is about individual attention that caters to an employee’s needs, allowing them to significantly improve their skills and aptitudes and consequently increase their performance” (Clapon, 2014).Improving employee morale too is essential in satisfying and motivating employees.

Many companies are nowadays changing techniques of performance management for the better. Such change was done by General Electric by converting their once a year review process into a motivating way to guide employees. “GE managers and employees still meet once a year, but it is now a meeting with true purpose and employees future goals: to help with regular feedback the innovation giant is launching its own in-house performance app to help facilitate everyday regular feedback” (Heller, 2017).

References

Chowdhury, S., Hioe, E. and Schaninger, B. (2018). Harnessing the power of performance management. [online] McKinsey & Company. Available at: https://www.mckinsey.com/business-functions/organization/our-insights/harnessing-the-power-of-performance-management [Accessed 4 Jun. 2019].

Clapon, P. (2014). 10 Must-dos to manage day-to-day employee performance. [online] Hppy. Available at: https://gethppy.com/employee-engagement/10-must-dos-manage-day-day-employee-performance [Accessed 4 Jun. 2019].

Heller, M. (2017). 6 Effective Performance Review Examples from the Best Companies | Blog. [online] iRevü. Available at: https://irevu.me/blog/6-effective-performance-review-examples-best-companies/ [Accessed 4 Jun. 2019].

Miller, B. (2015). Techniques to Manage and Improve Employee Performance. [online] HR Daily Advisor. Available at: https://hrdailyadvisor.blr.com/2015/08/27/techniques-to-manage-and-improve-employee-performance/ [Accessed 4 Jun. 2019].