Performance management is about appropriate feedback. The point of the exercise is to help the individual improve to a desired level, whether in relation to a specific incident or whether part of an ongoing development plan. Correcting or managing employees in the right way is crucial to the success of the whole process.
- 1
Communicate clear expectations to all employees, and document these expectations with an acknowledgement of receipt from each employee. Use objective benchmarks gauged with clearly definable metrics of performance. - 2
Conduct an employee review clearly outlining deficient performance when it arises. Explain clearly to each weak employee why you deem his performance unacceptable. Document all instances of unacceptable employee performance in detail.
- 3
Devise an action plan in support of improving a weak employee's performance. Solicit the employee's input when crafting this plan of action. Ensure the plan is clear and contains unambiguous benchmarks along with objective methodology to measure their attainment. Outline all potential negative consequences the employee faces should performance not improve. - 4
Provide additional training and/or resources to the employee where indicated. Ask the employee what further resources he needs to effectively do his job. Analyze high-performance workers doing the same job to derive factors that could be inhibiting the poorly-performing employee. - 5
Engage in regularly scheduled follow-up reviews with all underperfoming employees. Provide candid feedback concerning how the employee is progressing toward attainment of the stipulated benchmarks. Outline clearly the ramifications should the employee not bring performance up to the required standards.
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