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In order for staff members to thrive they need to have a good understanding of what actions and habits are needed if they wish to succeed and work at their peak performance.
When these expectations are realistic and clearly articulated, the self-motivated employee has what they need to give the organization their best effort. Where expectations are not clearly defined, or inconsistently enforced, this can lead high functioning staff members insecure and tentative.
This is why performance management is not an isolated activity, but a system infused into the dynamic of the organization. The first time an employee sees his key performance indicators, should be at recruitment. They will inform the advert for the position and guide the interview questions. They are then linked to periodic reviews on performance.
It is vital that these reviews have a core focus on being uplifting and encouraging growth. The integrity of the reviews is essential. For this reason, until integrity is ensured, it is advised that performance management is not linked to bonuses or salary adjustments.
The process to set this up can be daunting, especially for organizations which don't have dedicated HR departments.
Let me help you.