Guest writer Katherine Daniel, SHRM-SCP, is the founder of Montani Consulting, bringing 20 years of expertise in leadership development, employer branding, and people operations. She helps businesses build high-performing teams, ensuring employees feel valued and engaged.
Putting systems in place to review and improve your employees’ performance is important because your employees’ performance directly impacts your company's bottom line.
What is Performance Management?
‘Performance Management’ is an umbrella term HR folks use to describe strategies or actions to review and improve employee performance.
What are the benefits of Performance Management?
Aligns individual performance with organizational goals
Enhances productivity and efficiency
Boosts employee engagement and motivation
Improves communication between managers and employees
Supports career development and growth
Reduces risk and enhances accountability
Enhances employee retention
What’s involved in managing your employees’ performance?
Many people think an annual performance review with your employees will complete the job.
However, this approach isn't as effective.
Instead, it would be best if you thought of Performance Management as a system that has 4 interconnected steps.
Step 1: Planning
Planning is the foundation of effective Performance Management. It begins with setting clear goals and expectations, ensuring employees understand their roles and responsibilities. This alignment helps to create a shared vision of success, ensuring everyone is working towards common objectives.
Step 2: Monitoring
Monitoring involves regular check-ins, feedback and performance reviews that keep employees focused, supported and on track. These ongoing assessments allow managers to address challenges and make necessary adjustments, creating a dynamic process rather than a static, once-a-year review. If your company conducts annual performance reviews, regular check-ins and ongoing feedback are still important, as there should be no surprises when it’s performance review time!
Step 3: Developing
Developing your people is crucial for maintaining a competitive edge. Providing continuous learning opportunities, such as training, mentoring and upskilling, empowers employees and enhances their performance. This pillar addresses current skill gaps and prepares employees for future roles, fostering a culture of growth and adaptability.
Step 4: Reward and Recognition
Recognizing and rewarding hard work is more than good practice—it’s essential for maintaining motivation and engagement.
Rewards can be monetary or non-monetary, such as public recognition, career development opportunities or flexible working arrangements. This acknowledgment reinforces positive behaviors and drives a culture of high performance.
Katherine Daniel runs Montani Consulting, providing world-class people operations support – enhancing team member experience at every phase of the employee lifecycle – to fuel impressive growth for their clients.
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