By monitoring the activities of each bc data singapore employee and team within a company, this process not only enables members to achieve better results, but also enables action plans focused on individual and corporate progress to be drawn up and measured.
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What is Performance Management for?
The main objective of Performance Management is to identify the way in which both employees and teams work.
This way, you can better understand where it is necessary to apply training and monitoring, rethink the work model, or even redirect employees. Therefore, aligning not only the expectations of team managers, but also the needs of each employee.
This alignment facilitates a more assertive execution of tasks by team members, in addition to directing them towards what the company expects of them. Furthermore, good results in the work tend to generate motivation and engagement for the team, thus generating greater productivity within your business.
Now that we understand the usefulness of the process, we will understand how to carry it out assertively.
HOW TO PERFORM GOOD PERFORMANCE MANAGEMENT?
The first step to good Performance Management is to define which areas of your company will be evaluated. These are generally included within the responsibilities of HR (Human Resources), such as: employee performance, team satisfaction, the ability of each employee and training in general.
The second step will be to define the company's objectives and expectations. In this sense, the leader must establish the expected results for each employee, team and the business as a whole. From this, it will be possible to define the skills and competencies needed to achieve the expected results.
Therefore, having in mind the needs of each position in the company, it is time to define what are the deficiencies and areas for improvement present in the employees so that these can be remedied through action plans. This delimitation can be carried out through monitoring in meetings, inspecting deliveries, reading reports, conducting a self-assessment, among others.
It is now possible to take active actions to improve your team, i.e., it is feasible to draw up a development plan. In this way, planning can be done individually or in small teams, but it is essential that all members involved know exactly what activities they will have to carry out.
Some good practices that guarantee the success of Performance Management
Cyclical monitoring: even if a process has started correctly, this does not guarantee that it will continue to do so throughout its duration. For this reason, monitoring brings a sense of improvement and urgency to your development plan. This is often done through a team performance assessment;
Use of tools: the use of tools such as SWOT Matrix , OKRs and 5W2H allow for better alignment between the company and employees, which facilitates the process overall, in addition to generating more visual growth metrics;
Providing training resources: for each employee to be able to perform their duties, skills beyond those already acquired are often required. For this reason, offering training, courses, and resources will enhance your Performance Management;
Alignment with employees: for development planning to work, it is essential that participants are aware and present at all stages. From this perspective, a good practice that can help in this regard is the collection of individual feedback;
Carry out strategic planning for your company: having a strategic plan will make it easier to visualize and, therefore, achieve your company's goals and objectives. The service aims to make processes more effective by developing and monitoring your business's objectives. Líder Jr. specializes in strategic planning and has extensive experience with this service within the corporate environment.
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POSSIBLE DIFFICULTIES WITHIN PERFORMANCE MANAGEMENT
Performance Management requires a broad view of the company and its processes and, if not carried out correctly, may not produce the expected results and may even result in a waste of time and resources within your business. Therefore, we will look at some mistakes that are frequently made when applying this method.
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1. Lack of prior organization and planning
Organization and planning are essential for the execution of Performance Management. Therefore, if the process manager does not clearly define the phases, needs and necessary executions during development, he will be putting his entire management process at risk.
To avoid this type of failure, see: How to have a better organization to manage a company
2. Error in assessment
When a manager or person in charge is evaluating sectors, they need to be as consistent as possible with reality, that is, they should not be afraid to give high and low scores as appropriate. This situation makes it impossible to distinguish between the company's high and low points, thus making it impossible to create assertive action plans.
3. Lack of feedback
To implement objective and clear Performance Management, it is essential to gather constant feedback throughout the process and from everyone involved. This is even more important when this management process is an innovation brought into the organization.
Therefore, based on the perceptions of both leaders and subordinates, we can highlight signs of improvement. A good way to introduce feedback into your team is to strengthen the culture. To learn more, click here .
