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Business panel: Performance management needs real commitment

Business | Published:

Why is performance management not always successful?

Vicki Eppelein, HR & payroll services manager, Leapfrog Recruitment Consultants.. (26336588)

Vicki Eppelein, HR and payroll services manager, Leapfrog Recruitment Consultants, replies:

Performance management is a process used by employers to motivate and encourage employees to work towards individual and company objectives and goals by monitoring and evaluating work and encouraging employees to perform to the best of their abilities.

Performance management processes generally include an appraisal or review system, assessing competence and setting and reviewing objectives and goals. The process should also encompass learning and development activities, personal development, coaching and mentoring for the employee, as well as assisting with succession planning for the business.

Performance management is important for employees as it gives clarity about their role and the expectations the employer has. The process will also build a positive relationship with the employee and ensures they get regular feedback on how they are performing, all of this in theory contributing to an employee who is more likely to be motivated, engaged, productive and committed to the company.

From an employer’s perspective, not only do you have an engaged employee, but without performance management the individual and the way the team works may not be organised to achieve the best result for the business.

However, there are times when performance management is not successful. This can happen when management, or those undertaking the process, are not committed to it, which becomes clear to the individual. Management, or those undertaking the process, should be fully trained and have the necessary skills to carry out effective performance management reviews.

Any goals and objectives set should be realistic and constantly reviewed to ensure they are still relevant and achievable. The process of reviewing and working towards goals should be an ongoing one, not just once a year at the annual review then filed away.

Performance management within a business can be invaluable to both the business and the employee as long as all parties involved are engaged and fully understand the process.

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