Answer: Performance management sessions held throughout the year with each employee can help accomplish this goal. Performance management is an ongoing process that involves regular goal-setting, communication, evaluation and allocation of rewards or consequences.
A good performance-management program has a number of advantages.
- A good program can help you get the best from your employees, because when employees know that attention is being paid to their performance, they are generally motivated to work better.
- Performance management helps redirect employee efforts. An employee may be working hard, but working on the wrong things. Sessions throughout the year will enable a manager to keep tabs on what employees are working on, in order to direct efforts to better fulfill company goals.
- Periodic performance management gives managers a measuring tool by tracking whether employees are achieving specific goals set for them and with them.
- When it comes time to award promotions and raises, performance management can aid a manager by allowing a review of documentation that has been kept over the year on employees.
The following is an approach for preparing and conducting a performance-management session:
Preparing a performance management session:
- Gather information.
- Set up a time and notify the employee.
- Finish preparing the employee’s evaluation.
- Forward copy of review ahead of time to employee (if you choose to let the employee read the review).
Conducting a performance-management session:
- Start with light conversation. This sends the message that the meeting is not adversarial.
- Present the employee with a copy of the evaluation. Allow time for him/her employee to read it over.
- Go over each section of the evaluation and discuss examples. Allow employees to ask questions or offer feedback.
- Together, set new goals and make plans for achieving those goals. Goals should be aggressive, yet attainable. Document the new goals.
- Secure acknowledgement from the employee. Evaluation forms should have a space for employees to acknowledge that they have had an opportunity to review the evaluation, even if the employee disagrees with certain aspects contained in it.
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The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion.