There are many ways to conduct performance management. In literature, there are two approaches when it comes to performance evaluation.
Employees are evaluated based on their behaviours and effort made. Behaviours are identified and evaluated. This approach is suitable for giving detailed feedback on behaviours and by mapping desirable future behaviours. This approach is suitable when individual results are hard to measure. Examples include individual players in a team, support staff, and (oftentimes) HR professionals.
In this approach, employees are evaluated based on objective criteria.
The focus is not on input but output, both in terms of quality and quantity. This approach is suitable when there are multiple ways to do the job. The end-result is key, not how it has been done. Examples include call center employees who have specific success metrics, as well as sales professionals. The evaluation of lawyers and accountants is also highly result-oriented, as they keep track of their billable hours.
Here are 5 tips that will best guide you in leveraging the employee management process within your organisation:
- Actively involve the employee.
- Create a culture of continuous learning.
- Create a robust 360-degree feedback system.
- Invest in a good performance management system.
- Create a workforce of one.