Performance Management Techniques
Since performance management covers such a broad catchment area, there are a number of techniques that address the various areas outlined.
Techniques Used to Define Performance
To adequately define performance the organization must first set out clear job descriptions and process flows. This ensures that there is no confusion over what should be done and who is ultimately responsible. When these are in place the company can then look at setting up definitions for stellar performance as set against international or industry standards.
Performance Appraisal Techniques
Management By Objectives (MBO) is a popular way of appraising employee performance that sets a grade on the level of performance according to the achievement of stated objectives or goals. This is done periodically, either every month or every quarter. Another technique is the Performance Ranking Method that rates an employee on set job duties on a scale of best to worst. Yet another is the Critical Incident method of appraisal where the manager makes a note of both the positive and negative performance issues that may arise with each employee over the performance period.
Techniques Used to Measure Performance
Measuring performance can be done using a number of parameters including; number of units produced, time taken to get the job done, cost-effectiveness, tardiness, absenteeism, creativity, adherence to policy, peer assessment or relationships with others among other factors.
Feedback and Coaching Techniques
Feedback and coaching might be structured for scheduled times by setting appointments with staff members or this process can be built into the culture of the organization by fostering an open-door culture.