Performance Management: what is it, how to do it and tools?
Every manager’s dream is to have an efficient performance management that helps him to have efficient and satisfied teams, isn’t it?
With that in mind, we created this Performance Management Detailed Guide , to show you how to maintain an efficient and successful organizational culture within your company.
In it, we’ll help you understand what performance management is and provide a step-by-step guide to start bringing good change into your teams today.
We also brought tips on metrics, tools, methodologies and all the precautions you should take when starting and (mainly) administering your performance management plans .
The idea of this methodology is to align the levels of efficiency and effectiveness of the teams, consequently bringing a reduction in costs and generating an appreciation for employees, who will start to operate in their best shape.
Specialists in the field have recently discussed how to maintain this management is very important and, at the same time, very difficult .
What is Performance Management ?
The performance management is an important strategy that focuses on tasks that employees perform, how they behave when performing these activities, and the results generated from them, in order to create a work environment where everyone can develop their skills, fully and satisfactorily
In this way, organizational performance management is configured as a process, where each daily activity is an opportunity for advancement. Thus, the capabilities of this management go far beyond punctual periodic assessments, as the analysis is carried out on a day-to-day basis, giving greater control to the manager and an accurate view of the performance that each employee presents.
The fundamentals of performance management are found in the following characteristics: evaluation, monitoring, control, planning and improvement. It is a great way to know how to measure employee productivity and also to increase it, aiming at retaining talent in the firm.
Therefore, performance management in companies aims to form a link between individual and group performance, their results and a gratification for them, generating more satisfaction and motivation for employees.
Therefore, it is important to keep in mind that performance management is closely related to the company’s principles and culture, and it is important for the company’s organizational objectives to be gradually achieved, through an increase in overall performance in all sectors.
With that in mind, you might be thinking:
What is Organizational Performance Management?
Organizational performance management is a facet of administration and business whose main objective is to unify any and all tasks that are done within an organization, so that productivity and staff can be optimized.
Thus, there is a strong importance of key performance indicators related to all activities.
Performance management, on the other hand, is a process that aligns organizational goals with joint personal growth related to the tasks performed by employees. Finally, the union of the two concepts enhances the reach of business purposes.
So, with such a huge potential for increased productivity, you might be asking what precisely the role of task management is , so check out the following:
What is performance management for ?
The performance management is to improve the company’s performance, aligning the purpose of that the expectations of employees, considering that the sum of the efforts of all employees is the key to achieving the organization’s goals .
Therefore, it does this by seeking to achieve certain organizational goals, they are:
Having employees with clear goals in mind
Managers and employees must know precisely what the organization expects of them. They must also be aware of how they will be evaluated. Honesty in the employee-company relationship is absolutely necessary here. nothing should be done in the dark!
Encourage the evolution of employees (main)
This process has two incredible results: Improving the delivery of services provided by professionals and increasing their engagement in their work.
Thus, knowing how to manage positions and salaries becomes a key point. After all, employees perceive the company’s intention in their professional and individual growth, so they will be more enthusiastic and engaged !
Mastering the required results
Here, dear manager, the secret is the conversation . With well-documented assessments, you’ll have valuable indications of commitment and behavior about your supporters in your hands.
Thus, it is possible to jointly put together a plan with detailed goals and constant feedback, giving them a clear vision of what must be done and what the company’s expectations are about the services provided and about their personal development.
Check the performance of employees
The data collected should be used to form, based on constant analysis and supervision, a comparative ranking of each employee’s performance.
Therefore, here, performance management plays a crucial role, bringing methods based on the organizational culture that will serve to carry out an adequate assessment of them.
