Search Content

WhitePapers


Oracle Magazine

Oracle Magazine contains technology strategy articles, sample code, tips, Oracle and partner news, how to articles for developers and DBAs, and more. Oracle (NASDAQ: ORCL) is the world's largest...Read More


Sales Force Automation Comparison Guide

Businesses of all sizes can benefit by automating all aspects of their sales processes with an SFA (Sales Force Automation) solution. But due to the sheer number of features that most SFA solutions...Read More


How to Buy a Phone System

Considering a new phone system for your business? The Phone System Buyer's Guide from VoIP-News provides you with all of the information you need to make a more informed decision. The Guide helps you...Read More


Which CMS Is Right For Me?

If you're wondering which CMS is the right one for your organization, this comprehensive guide will take you through the various options available, detailing the pros and cons of each. Download...Read More




View All Whitepapers

Stages of Employee Performance Management

Employee performance reviews need to be conducted using a clear system that everyone understands and follows. If you do this you will increase your ability to manage employee performance both good and bad.

All performance management systems in business are made up of just 4 basic stages everything else is just window dressing.

These stages are:

1. Setting clear goals or targets

2. Performing the work

3. Checking how the work went against the goals or targets

4. Setting new goals or targets


So, how do you set clear goals and targets? The basics of any effective employee performance goal or target are having clear and shared understanding of:

What has to be done;

How is it to be done (which includes information, resources or riding instructions); and

How do you know that it has been done successfully?

You develop your clear and shared understanding as part of your employee performance review. This can be through discussions or through formal written documents - the level of formality depends on your individual needs, company policy and the relationships you have with your staff.

Performing the work stage of the cycle is fairly self explanatory. This is where you as a manager get out of the way and let the actual work be performed. However, you do provide regular and ongoing feedback to help keep your employee on track. I like to think of it like a test and measure for your advertising campaign you regularly check in with what is working and then adjust things as you go to get the absolute best out of the campaign.

My over-riding rule for all employee performance review processes is No new information!

There should be absolutely no surprises to your employees if you have provided feedback correctly during the doing stage of the process. If there was a surprised reaction, this is giving you feedback that your own personal communication style may need some attention.

At the review stage you review and summarise how things went and then start the whole cycle again. You can hold your reviews every 6 or 12 months, depending on your individual company and the needs of your projects or tasks.

Employee Performance Reviews with your staff does not have to be a big deal it just needs to be regular, ongoing and understood.

Until next time

Ingrid




Related Salesforce Mobile Articles

Why implementing CRM may or may not be easy....


I was asked this week what the pit-falls were of implementing CRM technology. This is the sort of question that can tempt you into gushing out a long list of potential hazards, but, when you come to think about it, for many, maybe most people there...

Read more about Why implementing CRM may or may not be easy.......

Internet Disrupted across Asia and Middle East as


Internet connections across the Middle East and Asian countries has been seriously disrupted after submarine cables were...

Read more about Internet Disrupted across Asia and Middle East as Undersea Cables Cut Again...