Christine Brown & Associates To Offer Performance Management

Jan. 30, 2012 - PRLog -- Performance Management is one of the most important management tools.  By reviewing the company’s aim and objectives, each department within the business can develop its own objectives to contribute.  Staff have to understand exactly what they are expected to do in order for the department and business to succeed.

Without line managers and staff identifying development and training needs accurately, staff will not perform well, lose motivation, and feel undervalued without performance feedback.  It is essential that HR strategies include Performance Management to ensure optimum performance of the individual, team and business.

Assessing Performance

The key to being able to access staff is to have a clear idea of what the job holder needs to do to be effective.  A person will lack direction if they are un clear of what is expected of them.  If staff are not effective the department and company may not be working to its full capacity or potential.  This clarification forms the basis of an Appraisal System, effective Induction programs, contributes to promotion and opportunities.

Setting Standards

It is essential that the expected performance is broken down into standards.  These standards could be:
•   Hours of Work
•   Notification of Sickness
•   Appearance of finished items of work
•   Acceptable error rates
•   Deadlines and Timescales
There are many standards which can be built into any job role and performance expectation, although they can be difficult to define and then apply.

Feedback on Performance

Feedback is essential to allow staff to monitor their progress and adjust their performance.  Feedback can be formal or informal, but should not be one-way, constructive feedback is to praise good performance, but also comment on areas for improvement.  Destructive feedback is to only comment and moan about areas for improvement, and offer few words of praise.

Whenever standards are used, agreed and understood by staff, assessing performance is easiest when the member of staff concerned has been involved in setting the standard and target,  and assessing their performance, this way the employee will remain engaged in the process.

Performance Appraisal

Appraisal formalises feedback and performance assessment.  It creates accountability, and prompts discussion for particular performance areas.

•   It creates the opportunity for the manager to praise staff, and for the staff to review their performance.
•   It prompts the recognition for good achievements and makes it clear that staff contribution is welcome.
•   Managers can reinforce and clarify goals.
•   It prompts the discussion about areas for improvement this allows staff to consider development and training needs, and assists the manager in identifying  these needs accurately.
•   It increases understanding, clarity, communication, accountability, performance and relations.

For more information on how we can help please do not hesitate to contact us on 01933 311797 or visit our website http://www.cbanda.co.uk for further information.

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Christine Brown & Associates offer a dedicated Consultancy Service offering you and your business the support, guidance and services to move your business forward.