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5 Performance Management Pillars for HR Managers

Table of Contents

Performance Management is a Strategic HR skill that plays an important role in encouraging employees to give their best to an organisation, while also being their best selves. One HR strategy is to create core ‘Pillars’ around which to measure employee and organisational performance. This allows HR Managers to quickly identify which ‘Pillar’ they need to focus more time and resources on in the near future.

For each Performance Management pillar, this article lists three pivotal questions an HR manager should ask employees to determine where changes can be made on an organisational, departmental or individual level to improve employee satisfaction and performance.

In HR terms, what is performance management?

A collection of procedures and frameworks known as performance management are designed to help workers grow so they can do their jobs as effectively as possible. The objective is to assist staff members in developing the skills necessary to fulfil their responsibilities more effectively, realise their full potential, and increase their chances of success while also advancing the organisation’s strategic objectives. Good performance management creates an ongoing dialogue between managers, staff, and human resources.

 

The advantages of ongoing performance management

There are many advantages to continuous performance management for the organisation and its staff. Among these advantages are:

 

1. Increased Employee Motivation and Engagement: When you tackle performance management continuously, you get to dedicate important time to making sure that your staff members are striving for goals and targets that will maximise their abilities and positions. More opportunities for achieving goals and finding career satisfaction follow from this.

 

2. Improved Talent Retention: Finding strategies to keep your employees on board is essential since they are such a valuable asset. Giving employees the chance to consistently work toward goals increases their autonomy and allows them to identify areas they want to improve, which motivates them to stay on the team.

 

3. Establish Straightforward Expectations and Goals: By utilizing SMART goals, staff members are provided with a well-defined set of goals to strive for, as well as the chance to participate in their formulation. Employees that have clear expectations know exactly what is expected of them, which helps the organisation ensure that everyone is performing their jobs correctly.

 

Stages of the Performance Management Cycle

There are four phases in the cycle of performance management:

Plan: Together, managers and staff members define performance standards and SMART objectives.

Monitor: HR and managers keep an eye on how well employees are performing in respect to the established goals and give them feedback on a regular basis.

Review: After the data from the monitoring stage is analysed, additional tasks are assigned, or other methods are employed to improve employee performance.

Reward: Lastly, ratings are used to employee performance to assist quantify it and ascertain the value that each individual brings to the organisation. Then, subpar performance may be corrected, and superior performance can be acknowledged and rewarded.

These phases are essential for guaranteeing that staff members are in line with the aims and objectives of the company and that their work is continuously evaluated and enhanced.

 

 

Performance Management Pillar #1: Employee-Manager Relationship

 

  • How transparent is the management team with their decisions?
  • Can you approach your manager or leaders for assistance without reproach or restriction?
  • Can you provide feedback to your manager/management without fear of retaliation?

 

Performance Management Pillar #2: Workplace Culture

 

  • How open is the workplace to change?
  • Is your feedback valued and actioned when possible?
  • Do you like and enjoy the organisation’s culture?

 

Performance Management Pillar #3: Team Dynamics

 

  • Do you feel that work is equally distributed among all members in a team?
  • Is the office free of cliques? i.e, are people open to welcoming new team members?
  • Can you connect with co-workers on a personal and professional level?

 

Performance Management Pillar #4: Self-Actualisation

 

  • Does your work motivate you?
  • Is there anything new you would wish to learn for your own personal or professional growth?
  • What’s the one objective you would like to accomplish in the year?

 

Performance Management Pillar #5: Job Satisfaction

 

  • Do you have all the tools needed to do your Job well?
  • Do you feel like all your skills and abilities are sufficiently utilised in your current role?
  • Is there something more you wish to accomplish in your current role or career?

Are you an HR Manager or HR Professional interested in up-skilling or earning an academic degree? Speak to a Higher Education Consultant for more information on our UK HR Courses such as an MBA in HR or HR Masters.

 

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