Boost Employee Success with an Employee Performance Management System

shutterstock_179549198-HRIn many situations, employees and managers don’t see the value of a quality performance management system. It can be viewed as a necessary task to be completed and is often obligatory and rushed through at year-end. These attitudes can impact the performance management discussion, resulting in a strained conversation that's uncomfortable for both the manager and the employee.

To make matters worse, this performance review experience can be impacted by the bias of the manager, especially when there is not an objective performance review system in place. Without specific performance review guidelines, a manager might complete the review based on an opinion of the employee, instead of looking at specific factors and data points that impact performance.

But it doesn’t have to be that way.

With the right system, you can completely transform performance management within your organization, and help both managers and employees see its value. With an ongoing cycle, the employee’s performance can be tracked, and goals can be set to help develop skills more effectively. This structured system helps the manager be more objective in employee evaluations, and also makes it easier to provide constructive feedback and training to help the employee succeed.

Why Objective Review Points Matter
Employee performance management always needs to be based on a specific set of criteria, with goals developed by looking at the core skill sets for the job. These skills impact the overall performance of the employee. When goals are set based on basic skill sets, employees can see the stepping stones to improve their overall performance. The performance management system should be set up in a way that easily interacts with daily activities, so employees can understand how the goals will help them develop stronger skill sets.

How to Write Effective Objectives for Performance Reviews
There are two elements that need to be considered when writing performance objectives:

1. The action needs to be addressed – describe the work activity you want the employee complete.

2. The outcome needs to be identified – describe the desired result of the action.

When objectives are written following these guidelines, then the manager is able to review the actions and outcomes that occurred. Additionally, the employee can see how the goals impacted performance, which improves job satisfaction and creates a desire to continue improving their skills.

Click here for more, and to learn why your current performance reviews are busted (hint: it's not the process)

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