Four Performance Management Improvements To Help Your Firm Achieve Its Annual Objectives | The People Department
Four Performance Management Improvements To Help Your Firm Achieve Its Annual Objectives

Four Performance Management Improvements To Help Your Firm Achieve Its Annual Objectives

“It’s easier to do it myself.”

“I asked them to do it but they didn’t do it properly.”

“I’m not sure if they can’t or won’t do it right.”

Do these comments sound familiar to you when assessing someone’s performance?

Many companies will look at how their people have performed against the businesses annual objectives and targets.  For many, this will involve an assessment of an individuals’ performance, which raises questions: do businesses manage people effectively to deliver the right results?  How can we make sure we’re getting the best out of people?

Clear direction and expectations

A clear vision defines the direction for your business and illustrates what your firm stands for. A vision that is shared with your staff has the potential to help improve your probability of success.

Ask yourself, what is the big picture and where is your company heading?  What are your goals for this year and next?  Sharing the answers to these questions helps ensure that all of your people are committed to the same vision and goals, so that they understand what is expected of them and how their role contributes to the objectives of the business.

Once you have clearly defined the vision for your business, you can use this to filter the company objectives down to individuals, so that their key performance indicators are clearly linked to your business goals. You will then also be able to see what support and development your people need to achieve both their own and your company’s objectives.

Courageous, forward-thinking conversations

It is important to have open and honest conversations with your staff that let you explore issues, thoughts and feelings.  This helps you deal with any conflict before it escalates.

Very often, people are anxious about having these conversations, so tackle any tricky issues by preparing thoroughly in order to confront with safety. Provide examples and manage reactions, then agree a plan for moving forward, monitor and review.

Continual feedback throughout an agreed review period is a must; it should not be saved up for an annual appraisal.

Robust performance management process

Managing performance means giving employees day-to-day support to enable them to carry out their roles effectively.  A consistent performance management process across the business is essential as it gives your managers standards and tools to manage high and low performance.  It’s also important to provide your people with evaluations and a rating linked to performance and include evidence of achievement.

It will also help you manage any “can’t or won’t” issues and enable you to identify a route to tackle performance versus capability problems.

Management training as a priority

It is unrealistic to expect a manager to be effective at keeping tabs on performance, providing feedback, setting direction and engaging a team to deliver without the necessary support.

Training and development in this area will provide the confidence to have courageous conversations, tackle tricky situations and get the best out of people. It will also provide a structure to help drive high performance and achievement of the company’s goals.

Empowering management excellence

The People Department host an Empowering Management Excellence Development Programme, to explore performance management alongside many other topics.

To find out more about the Empowering Management Excellence Development Programme, get in-touch with The People Department by contacting [email protected] or calling 0161 884 1888.

Kate Sparkes

Kate Sparkes

Head of HR

16 May 2019