I have a member of staff who is starting to miss their targets. What can I do to improve their performance?
Performance management is a strategic development tool that enables managers and staff to set targets, measure and review performance and re-define goals. It is an activity that provides a clear indication of whether the work undertaken is achieving the organisation's key objectives.
There is often a difference between the current level of performance and where individuals would like to be. At personal level methods used to try to reduce this gap include becoming more productive, more skilful, or better informed. At an organisational level it is more about improving processes, systems and procedures.
Benefits of effective performance management include improved staff performance, focus on major organisational objectives and training and development plans that will work towards organisational objectives.
However, one of the best tools remains an honest open discussion between you and your team members.
- Set clear objectives, performance standards and achievable targets.
- Conduct regular well-prepared performance appraisals in which individual objectives are discussed and reviewed, and new objectives set. Use a 360 degree approach to ensure that appraisals are effective.
- Encourage self-appraisal among employees so that there is personal buy-in to organisational performance.
- Listen, observe and support employees so that they are encouraged to achieve goals and discuss minor issues with you before they grow in to major problems.
- Give good feedback so that a culture of continuing improvement develops and employees remain motivated.
- Address poor performance before the formal appraisal so that it does not come as a surprise and set achievable but stretching objectives.
- Identify development needs and agree training with personal development plans.
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