- Investigate the pros and cons of the current system and build from there. There may be very strong elements of the current system that can be adapted to fit the new system. Take the best of the old system to maximize results in the new system.
- Manage work by creating daily opportunities for feedback. A formal performance management system must be supported by an informal system. Daily feedback demonstrates to people that their job is important and that management is interested in their success. It also enhances overall communication.
- Partner with employees to create the system. This may take longer, but the end result will be better. Employees will have a clearer perspective on their jobs/roles within the company as well as their connection to company goals.
- Accelerate performance by promoting benefits. Create momentum by helping employees see how performance management enables them to improve. Consider promoting these benefits in company newsletters or on intranets.
- Coach employees by focusing on their strengths. Your system is only as good as your delivery. If supervisors are not effective coaches, then don't expect employees to be motivated to perform at high levels. Coaching requires a dedicated effort and should not be taken lightly.
- Target specific observable behaviors for performance. Every job function should have tangible results aligned with the business. Performance management systems need not be long and complicated. Keep it simple and focus on specific behaviors distinctive to each job, to get everyone driving toward the same end result.
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