Recruiting Staff is one thing, but gaining the utmost worth from them is quite another – and for that, your firm will need the right performance management approach. However, it’s also fair to say that performance management has had a bit of a bad rap over the years. |
It doesn’t help that there are so many unhelpful myths about performance management – the below being just five of them.
1 It’s simply about appraisals and promotions
You might imagine as a manager that performance reviews are just about assessing whether your staff are meeting their pre-stated goals, and possibly giving them a promotion or pay rise if they are.
The truth is that great performance management is about so much more than that – it’s also about the deeper coaching, training and growth discussions that can be so vital to your firm’s fulfilment of its broader objectives.
2 It’s about highlighting weaknesses in your staff
Well-developed, motivated employees are crucial to your organisation’s success, and it’s not just ‘catching out’ employee weaknesses that will enable you to make them so.
To that end, your performance reviews also need to engage your staff in a discussion about the general direction of their work, including what they’re doing best, where they can improve and how they can maximise their value to your company.
3 It should be scripted
Performance reviews shouldn’t all follow the same structure or guidelines. After all, the needs, performance and development of one individual can be very different to that of another, so a customised approach is best.
Especially formulaic performance management doesn’t tend to generate very insightful results, whether from a manager or employee perspective.
4 An employee is a star performer if they’ve met their goals
The goals and expectations that your staff member is already aware of should be treated as a baseline rather than necessarily a sign of a job well done if they are met.
The best managers will always expect their employees to go beyond the mere benchmark, taking a proactive approach in the best interests of the team and company and fulfilling their own maximum potential in the process.
5 Rating an employee poorly de-motivates them Good performance management isn’t about coming across as the harshest manager for the sake of it, but nor should you be too lenient. The latter, after all, can induce complacency in your team.
Provide your staffers with the level-headed feedback that they need to succeed in future challenges, and back it up with facts and reasoning to minimise the likelihood of any backlash.
Performance management brings great opportunities to spend quality time with your employees, discussing with them their current performance and future goals and potential, as can be instrumental in making them a success at your company. It also helps you to gain the maximum value for money from the efforts that you make recruiting staff.
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