Bookmark This! The Performance Management Edition

Estimated reading time: 3 minutes

Performance is important – employee performance, manager performance, department performance, and organization performance. You get it. They’re all important. That’s why having a performance management strategy matters. 

In fact, not only is having a strategy essential but so is actually doing what’s in the strategy. It’s great to have a beautifully written strategy with goals and milestones. But if no one is doing what’s in the strategy, well, the organization will not see the results they want. And as we just mentioned in the opening paragraph … results matter. 

Here are some resources that could be helpful in getting the organization refocused on the daily activities associated with performance management. 

Performance Management: 5 Drivers for Success

Organizations cannot let the difficulty of the task keep them from creating a successful performance management process. Not taking the time to define the process isn’t fair to the either the manager or the employee.

10 Performance Management Tips for the First Time Supervisor

Deep down inside, we want regular feedback about our performance. “No news is good news” isn’t a performance management philosophy. It’s critical that supervisors learn how to deliver feedback. So, whether you’re a first-time supervisor or seasoned manager, this article shares 10 things to remember when it comes to employee performance reviews.

How to Improve Performance Results at Work

Doing our best work isn’t always easy. Maintaining high performance isn’t easy either. But there are a few things we can do to maintain high performance and achieve our professional goals. This article talks about 7 steps to remember for better results. 

Employee Performance Conversations: Remember to Follow Up

When employees are doing good work, managers need to tell them. If the only time managers chat with employees is when they’re doing something wrong, well … employees just won’t want to speak with their manager. Create an environment where positive performance is regularly discussed.

Use the ACE Framework to Monitor Performance Management

Both organizations and employees want to be productive. There’s a performance management framework called ACE (alignment, capabilities, engagement) that organizations can use to make sure their system is accomplishing its goals. 

Many organizations measure performance on a calendar year. So, this is a perfect time to review current strategies and set goals for the upcoming year. 

Organizations have always been focused on performance. Even more so now. This isn’t necessarily a bad thing. High performance helps the organization meet its revenue goals. It helps to deliver excellent customer service. It can provide the resources to develop new products and services. And it can lead to hiring more employees, increasing professional development opportunities, and yes, contributing to improving wages and benefits. 

But for these things to happen, organizations need to get performance management right. Not just the strategy, but the daily conversations and actions.

Image captured by Sharlyn Lauby while exploring the streets of Columbus, OH

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