What goes into creating a good performance management plan?
When it comes to effectively gauging your employees' efficacy, what's your performance management process? What goes into writing a performance management plan? What do you look for in a performance management system or service?
Perhaps most importantly, how do you manage underperformance from your employees? What should a performance review include?
My answer may not quite answer your question, but I have a few tips for anyone managing employees.
1) Give them data. Track how each employee does as well as the department/store does as a whole. Send an email blast to all the employees weekly giving kudos to those that stood out for one reason or another. Create a chalk board type thing in the breakroom and let them see how they compare to everyone else.
2) Gamify it a bit. Create fun prizes or bonuses to employees that stand out each month.
3) Positive Reinforcement is king. So many bosses only focus on stuff that employees need to work on. It's a much better tactic to give props to those that stand out and do it in a way that everyone knows. During reviews, focus on the good followed by areas that need work.
4) Don't put too much time into turning an employee into a good one. Keep the ones that are awesome and give up on the ones that aren't. Keep hiring until everyone you have is absolutely irreplaceable.
Performance management is a whole process that begins when an employee joins and ends when he leaves your organization.
According to my experience, the performance management plan should contain all of these components:
• Clear and defined job descriptions.
• Providing effective new employee orientations, assigning mentors, and integrating your new employees into the organization and its culture.
• Requirements and accomplishment-based performance standards, outcomes, and measures between the employees and their managers.
• Meetings to get to know your employees' strengths, weaknesses, and abilities to contribute what you need.
• Ongoing education and trainings as needed.
• On-going coaching and feedbacks.
• Quarterly performance development planning discussions.
• Effective compensation plans and recognition systems that reward people for their ongoing contributions.
• Provide promotional/career development opportunities including lateral moves, transfers, and job shadowing for staff.
If an employee’s performance is unsatisfactory, try arranging on-going trainings for him/her.
A performance review usually includes attendance, punctuality, daily tasks, contributions to the company, productivity and various other factors that effects his performance.
Hope this helps!