PERFORMANCE MANAGEMENT STAGES
Put a good person in a bad system and the System will WIN - Every Time!
Doing performance management properly requires that all of the performance management steps be done well. The Performance Management Checklist for People Managers is a handy tool to use to ensure peak performance.
The questions below are a great place to start to build your performance management system. Can you define what ‘good’ looks like?
Goals & Expectations: Clear goals and expectations are the foundation to peak performance. Most performance management systems are lacking at least one of these important factors. These provide the boundaries for ‘what’ and ‘how’ work should be performed. These boundaries are established and maintained by your people managers every day. Our team can help you clarify and define the critical differentiators of high performance through our job evaluation and competency modeling consulting.
Do people know how they’re doing?
Feedback and Coaching: Lack of feedback and knowing where one stands is THE greatest factor that causes poor performance. We can help you discover ways to increase feedback, create clarity through better performance measures, and improve the coaching your managers provide.
Are people growing & developing their talents?
Development: Great athletes don’t become great without the opportunity to stretch and grow their skills. Employees need and expect opportunities to grow. And high performing organizations are continuously investing in growing their people because they know those talents will be applied within their organization and people will stay longer.
Does your Appraisal system motivate?
Employee Evaluations: We’ll be frank; employee appraisals are NEVER motivating… but they can and should be effective in achieving your organizational goals. Whatever those goals may be, PDG can help you design an effective system. Are people Recognized and Rewarded for the right things?
Recognition & Reward: The half-life of a pay raise is approximately 2 pay-periods. We’ve never met anyone that wouldn’t like a bigger paycheck but monetary rewards are quickly forgotten or worse-yet, employees don’t even know the reason for the reward. A good system makes clear distinctions about performance and provides meaningful recognition (status or symbolic) and rewards (financial incentives). People will know what matters most and those who achieve it get to reap the rewards
Doing performance management properly requires that all of the performance management steps be done well. The Performance Management Checklist for People Managers is a handy tool to use to ensure peak performance.
The questions below are a great place to start to build your performance management system. Can you define what ‘good’ looks like?
Goals & Expectations: Clear goals and expectations are the foundation to peak performance. Most performance management systems are lacking at least one of these important factors. These provide the boundaries for ‘what’ and ‘how’ work should be performed. These boundaries are established and maintained by your people managers every day. Our team can help you clarify and define the critical differentiators of high performance through our job evaluation and competency modeling consulting.
Do people know how they’re doing?
Feedback and Coaching: Lack of feedback and knowing where one stands is THE greatest factor that causes poor performance. We can help you discover ways to increase feedback, create clarity through better performance measures, and improve the coaching your managers provide.
Are people growing & developing their talents?
Development: Great athletes don’t become great without the opportunity to stretch and grow their skills. Employees need and expect opportunities to grow. And high performing organizations are continuously investing in growing their people because they know those talents will be applied within their organization and people will stay longer.
Does your Appraisal system motivate?
Employee Evaluations: We’ll be frank; employee appraisals are NEVER motivating… but they can and should be effective in achieving your organizational goals. Whatever those goals may be, PDG can help you design an effective system. Are people Recognized and Rewarded for the right things?
Recognition & Reward: The half-life of a pay raise is approximately 2 pay-periods. We’ve never met anyone that wouldn’t like a bigger paycheck but monetary rewards are quickly forgotten or worse-yet, employees don’t even know the reason for the reward. A good system makes clear distinctions about performance and provides meaningful recognition (status or symbolic) and rewards (financial incentives). People will know what matters most and those who achieve it get to reap the rewards