Written by Michael Feder
Reviewed by Kathryn Uhles, MIS, MSP, Dean, College of Business and IT
Written by Michael Feder
Reviewed by Kathryn Uhles, MIS, MSP, Dean, College of Business and IT
Businesses looking to optimize their performance may turn to developing and implementing effective performance management processes.
Performance management involves setting goals, monitoring progress and establishing feedback loops for employees. As a complement to resource management, it’s a methodology that helps a business’s HR team maintain focus on improving employee performance and providing support when needed. When done well, it can become the basis for providing real-time feedback, tracking results and setting realistic goals.
The role of middle managers continues to evolve in the context of performance management. Middle managers are often responsible for driving employee performance, providing feedback and coaching employees to ensure they reach their goals. They are also responsible for ensuring that a business is meeting its objectives and progressing toward long-term goals.
When performance management is implemented well, it can directly impact employee morale and engagement, as well as organizational goals. Moreover, performance management helps create a culture of employee productivity through accountability and high standards in which employees are encouraged to achieve their goals.
Performance management is vital in helping businesses achieve organizational goals and objectives. It allows businesses to monitor organizational and employee progress, identify areas for improvement and motivate employees.
By tracking performance data, companies can measure the impact of their initiatives and make more informed decisions. For example, employee productivity can be tracked through various means and, depending on that data, solutions can be implemented where management may find weaknesses or improvements.
Additionally, performance management fosters a culture of trust and accountability by encouraging employees to take responsibility for their work.
Performance management typically involves three key elements:
At the beginning of each period (e.g., quarterly or annually), key decision-makers, managers and employees set performance goals. These goals should be future-focused, strategic objectives that are measurable and attainable with clear direction. Between the time a goal is set, and a review is scheduled, progress is monitored, and employees receive feedback. At the end of the period, a review is conducted to assess what has been accomplished and what needs to change or improve.
A strong understanding of business management can be beneficial when implementing performance management systems. For example, taking courses in systems thinking and performance measurement or earning a master’s in business can provide knowledge and skills for effective performance management.
Additionally, a business degree or similar education can give professionals the tools and insight to better understand what drives performance and motivates employees. Skills such as financial analysis, problem-solving and communication are essential for this role.
Here are a few examples of the potential benefits of setting up your business for successful performance management.
A study found that when performance management was implemented effectively, team members were more likely to feel appreciated and valued for their contributions. This can lead to increased job satisfaction and motivation as employees strive to reach the goals set by their manager. As a result, employees become more high-performing and engaged in the workplace.
Research by Gallup suggests that feedback fuels performance and workplace satisfaction. According to the study, managers who provide regular feedback and recognition are more likely to retain their employees. Employees who reported that they received feedback in the past week were almost four times more likely to be engaged than those who didn’t receive feedback.
Therefore, performance management is an integral part of any organization’s success as it gives managers and employees a chance to connect, reflect, strategize and celebrate what has been accomplished.
Performance management allows managers to better understand what their employees are capable of. By tracking performance data, managers can identify where an individual excels and what skills or talents may need improvement. This feedback can be valuable for providing recognition and guidance on how to best use the team’s resources.
For example, suppose a manager discovers that an employee is exceptionally skilled at customer service. In that case, the manager can provide that worker with more opportunities to demonstrate this strength and help ensure that the team’s customer service operations are running as smoothly as possible.
Performance management also provides valuable insights into how well employees perform in relation to their peers. This allows managers to make performance-based decisions about who should be rewarded, promoted or given additional responsibilities.
Implementing performance management helps make a workplace more transparent by clearly demonstrating expectations and constructive feedback.
When employees and managers have clear lines of communication and open dialogue about progress, it allows for a better understanding of how each individual contributes to the organization’s goals. This can go a long way toward creating an environment where everyone understands what is expected of them and is held accountable.
Performance management’s transparency also helps build trust between managers and employees. When expectations are clear, employees feel empowered to ask questions and share ideas without fear of repercussions. It gives employees a platform to provide honest feedback on their experiences in the workplace, which can help organizations improve.
A successful performance management strategy requires careful planning and dedication from both managers and employees.
When setting goals, it’s crucial to create achievable company objectives tailored to the individual strengths of team members. The key performance indicators should be inspired by the company goals, overall mission and vision, and should always be SMART (specific, measurable, achievable, relevant and timely).
Establishing realistic expectations is key as it helps employees progress without feeling overwhelmed or discouraged. To do so, it’s essential to break down larger goals into smaller tasks and set deadlines for each step. Here are some further suggestions:
Rewarding employees for meeting their goals is a great way to motivate and recognize them for their hard work. This could come in the form of:
Depending on your company’s budget, rewards can range from tangible items such as gift cards, tickets or prizes to experiences like vacations or special events. The key is ensuring the rewards align with company values and reward employees for their efforts.
Ultimately, performance management is a powerful tool that can help organizations reach their goals and create a more transparent workplace. Given there is research that indicates performance management leads to a higher rate of job satisfaction and in turn spurs the longevity of employees, it’s a vital component for a thriving business to maintain.
If you’re looking to learn about online business programs that prepare students with skills for a variety of career paths, consider a program at University of Phoenix.
A graduate of Johns Hopkins University and its Writing Seminars program and winner of the Stephen A. Dixon Literary Prize, Michael Feder brings an eye for detail and a passion for research to every article he writes. His academic and professional background includes experience in marketing, content development, script writing and SEO. Today, he works as a multimedia specialist at University of Phoenix where he covers a variety of topics ranging from healthcare to IT.
Currently Dean of the College of Business and Information Technology, Kathryn Uhles has served University of Phoenix in a variety of roles since 2006. Prior to joining University of Phoenix, Kathryn taught fifth grade to underprivileged youth in Phoenix.
This article has been vetted by University of Phoenix's editorial advisory committee.
Read more about our editorial process.
Read more articles like this:
