What are the 4 steps of the performance process?
Getting the most out of employees has always challenged employers. This is particularly true in today’s highly regulated business environment with increased global competition and evolving employee attitudes. Performance management is not just about dealing with the poor performers. Instead, it’s a more holistic process that begins with getting the right people, setting clear employee expectations, coaching workers, and ultimately dismissing poor performers who don’t fit the organization. Show Step 1: Getting The Right People Step 2: Setting Expectations This is also the time to complete all of the basic employment forms and provide the new employee with a detailed employee handbook. If applicable, have your new worker execute any employment agreements or restrictive covenants that may contain confidentiality or non-competition provisions. Having these documents in place will convey the image that you operate your business in a professional manner and that you expect the employee to act professionally, too. Similarly, as you issue updated and revised employment policies, you help your employees make sure that they are aligned with your expectations and, hopefully, prevent them from straying outside the bounds of acceptable performance and conduct. Step 3: Performance Coaching Although progressive discipline is not required and should not be promised, most employers want to try to rehabilitate employees before terminating their employment. To be effective, discipline needs to be timely, objective, impartial, consistent, and appropriate for the circumstances. Progressive discipline may also help to avoid legal liability. Formal performance evaluation systems can help you fine tune employee performance in situations where disciplinary action is not necessary. Employees want feedback, and having such a system in place allows you to offer constructive input without them feeling threatened. The process can also provide an opportunity for you to offer additional training, guidance, and other types of support to help the employee perform better. A good evaluation system will also allow you to assess your bench strength and plan for orderly succession of roles. Other more sophisticated systems for performance coaching can include, among other things, 360 degree reviews, individual coaching either from within or outside of the organization, and even professional interventions. Step 4: Getting Rid Of The Poor Performers Conclusion For more information, contact the author at or 404.231.1400. What are the 4 performance management steps?Four Steps To Effective Performance Management. Step 1: Getting The Right People. In sports, the coaches with the best records are usually the best recruiters; the same applies in the workplace. ... . Step 2: Setting Expectations. ... . Step 3: Performance Coaching. ... . Step 4: Getting Rid Of The Poor Performers. ... . Conclusion.. What are the 5 steps of the performance process?The Process. Step 1: Create a Performance Management Plan. Make the plan as detailed as possible, avoiding the use of ambiguous language. ... . Step 2: Set Goals for Performance Management. ... . Step 3: Build a Performance Review System. ... . Step 4: Develop Strong Feedback-Giving Skills. ... . Step 5: Ongoing Employee Performance Management.. What are the four elements of performance?Different organisations and their different circumstances will determine what other elements need to be present. The four elements of Purpose, Outcomes, Accountability and Teamwork need to be used as the foundation of a performance culture.
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