How to perform performance management ?

To perform performance management , follow the following practical step-by-step:

Start from your managers

Leaders are responsible for the examples that will be followed within the company! They will need to be fully committed and engaged for management to deliver results.

A Bersin study by Deloitt found 85% of all HR managers surveyed placing leadership first on the podium of importance to a business’ success.

Offer constant training

Both external and internal training are a good option here, even if it is in a desire regime. This action must be taken based on the company’s goals and the performance evaluations made. The goal here is to correct the flaws in the performance of both managers and employees.

Therefore, after identifying the points that must be worked on, such training must cover a range of skills. They are valid from emotional resources (favoring leadership skills and teamwork) to technical resources (such as the use of new tools)

Empower managers and employees

After all, the aim here is the general improvement of performance management, so the qualification of employees must be part of the company’s daily life. Thus, it is essential that managers are trained to contribute to the professional development of employees and provide constant feedback to them.

On the part of employees, it is necessary that their goals are aligned with the corporate objectives, thus generating individual satisfaction and motivation for their daily activities, even if their company is in a home office regime .

Clearly define goals

Transparency is the name of the game . It is extremely important here that all business goals, as well as the strategies designed to achieve them, are known to everyone.

Therefore, with this, you will be able to better assemble your operating teams and also implement exclusive agile management models, based on the objectives to be achieved. In this way, you increase the productivity of your employees .

Captivate collaborators

It is important at this stage that you engage all employees to be involved in the process and understand why it is being done.

Have good key performance management  indicators (KPIs) at hand
They serve for the evaluations to be done efficiently , through concrete results, eliminating “guessing”. With them, it will be easier to judge both specific procedures and the individual and group performance of each employee.

Integrate IT employees

The use of new tools is a fact in the performance management implementation process . Therefore, your HR team will need to take joint actions with the IT team.

Now that you know the entire process, you need to know how to apply it over time. So , as it is a constant action, it will also be a cyclical procedure, so check ahead:

What are performance management cycles ?

Performance management cycles are pre-defined time frames where a period of employee productivity assessment takes place. Cycles start with the demarcation of performance management expectations and end with the evaluation of such performance.

In this way, their goal is to keep the feedback happening at a pace that favors the company’s growth. Studies have shown that employees who contact the target quarterly are at least 3.5 times more likely to have better results.

However, despite the tendency to exchange annual assessments for quarterly or monthly assessments, the daily leadership method is what can bring you the best results. Leaders who encourage daily achievements through recognition of effort and success and feedback on activities that need to change or are going well have had very positive results.

BONUS Tip! The Power of Seasonal Feedbacks
Therefore, this can be done through regular fortnightly conversations of short duration, just so that the employee can understand how their performance is going, receive feedback on progress and achievements during training. or any other guidance that needs to be done to better direct you towards common goals.

So, by following all these tips, you can avoid the dismissal of employees and optimize and reduce turnover. Keeping this in mind, we can outline the cycles in 4 steps, see

What are the 4 stages of the performance management cycle ?

The 4 stages of the performance management cycle are: setting expectations, tracking metrics, evaluating performance, and developing interventions. Check out:

1. Setting expectations

Expectations must be aligned between managers and employees, each one must be clear about their obligations to fulfill. Being thorough here is crucial, both when putting the expected results on the table and when answering any and all doubts on the part of the employee.

Therefore, the proximity between team and leader at this time is a catalyst for success! It is very important that there is no doubt on the part of employees about the goals of performance management, their role and the planning made.

2. Tracking metrics

This is the longest phase of the cycle, here the manager fulfills the important role of overseeing the activities, guiding the employee and judging whether the tasks being performed are generating purpose for both the employee and the company.

Therefore, fostering the feedback culture here is crucial. Thus, this means that the ends of the cycle are not necessary for a constructive evaluation to take place. This done in the right way generates security on both sides, also motivating the employee when the answer is positive.

3. Performance evaluation

Here comes the entire evaluation process that has already been discussed in this article. Assessing potential competences, behavioral, sentimental, technical, etc., depending on the choice and objective of HR.

At this point, the use of software facilitates data collection. Based on them, the manager must carry out an analysis that will serve as a basis for the last phase of the cycle.

4. Development interventions

Check out a step by step how to do them here. Here, practices are planned with the aim of developing both individuals and teams. Such actions must be based on the company’s growth goals for the next cycle, encompassing the organizational objectives.