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My Introspective

by Laurus Nobilis
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Human Resources

Basic Skills: Managing Performance (E)

 

Managing Performance

 



What is the role of performance management in business? What are the tips for development of performance management skill?

 

Posted: May 2010


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Employees need to clearly understand and know:

  • What level of performance is expected?

  • What “below standard” performance looks like, and

  • What it specifically takes to achieve “above standard” performance.

When setting performance objectives and standards with your direct reports, you should use the following suggestions:

1. Identify activities you would consider “stretch” objectives for the employee. Clearly articulate in observable behaviours what this “above standard” performance would look like. Work with the associate to develop specific work plans / goals to achieve this desired state of performance.
2. Consider the requirements for “satisfactory performance” relative to the associate’s tenure, experience, expertise etc.
3. Discuss your expectations with the associate, taking into account his/her perspective. Ensure you to involve the associate throughout the entire setting performance standard process.
4. Come to consensus with the associate as to performance standard that will meet and exceed expectations.
5. Clarify rewards for performance.
6. Meet periodically to review progress and update the plan where appropriate.
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Managing Performance is the basic skill that is part of the Ability to measure group of basic skills. Managing performance is ability to manage the processes and assess the actual performance versus requirement.

Managing performance is crucial for the business, since the activities without adequate output are counterproductive for the company.



In order to ensure maximum effectiveness within a team, it is vital that you clearly understand each individual team member’s skills – both their strengths and their development opportunities. To ensure that the right team players in your intact work team or project team are aligned with the right tasks, you should do the following:

1. Create a matrix whereby you list and catalogue each individual team member’s skills and experience.
2. List on this matrix all the needed jobs and tasks and their respective skill requirements.
3. Match individuals to jobs or tasks:

  • Align each person to the appropriate task/job by matching the individual’s skills with the task/job requirements;

  • Ensure you allow individuals the opportunity to stretch themselves to learn and develop;

  • Don’t always give an individual the same type of assignment

4. Repeat steps 1-3 on an ongoing basis to ensure that the best team is assembled and that the individual team members are correctly matched against the business priorities and tasks needed
 
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