Employee retention and development are being placed at the heart of business strategy as the importance of reaching maximum productivity is realised.
Research for the Robert Half 2018 Salary Guide has shown that the pace of the workplace is picking up, with more being demanded of employees than ever before. With that in mind, are your performance management techniques actually performing?
Experts have stated that team project performance is significantly higher when managers provide frequent recognition and encouragement. An effective manager will know that performance management should leave employees feeling inspired and empowered rather than stifled.
Performance management techniques used by organisations can be diverse, with each opting for a framework which suits the size, agility and targets of the team. Here are a range of quality management techniques to manage team performance.
Regular performance reviews
Booking in time for regular performance reviews has become more important since the introduction of generations X and Y into workforces.
Reviews should ideally strike a balance between both positive and negative feedback, employee KPIs (key performance indicators) which keep the business’ long-term goals in mind and should be as collaborative as possible, taking your employee’s own career goals into consideration.
Give them a sense of empowerment
Empowerment is a great performance management technique for driving staff motivation. Allow your employees to use their expertise and creativity by giving them projects which encourage them to take a proactive role. Imposing too many rules can have a negative effect on how productive and engaged employees are, so try to make sure that the mix is even.
Over half (55%) of employees surveyed by Robert Half for workplace happiness said they felt they had very little say over their own work and 58% said they didn’t feel they were given the opportunity to be creative. Giving them freedom is important in helping to develop critical workplace skills and make more meaningful contributions.
Employee development plans
Last year, a research report by the Chartered Institute of Personal Development showed that 36% of respondents didn’t feel their current role allowed them to fulfil their career aspirations. It also revealed that over a quarter were unhappy with their development opportunities.
Sit down with your employees and flesh out a development plan which serves needs of the business as well as those of the employee. This should include employee training, targets and metrics which they have specific influence over, and clear rewards for success.
Remaining consistent in the practice and implementation of performance management techniques will help encourage employee buy-in. Goals should be clear, unmoving and measurable for forward-thinking development as well as retroactive.
Employees will only feel motivated to work productively towards KPIs set for them if they’re confident they won’t be changed due to inconsistencies in their manager’s mood or agenda.
Download the 2018 Salary Guide today and begin building your performance management framework around projected industry trends and your own objectives