The Basics of Performance Management
An individual who is given the supervisory task shall perform a unique set of duties and responsibilities. His/her ability to carry out performance management doe not only affect him/her as an individual, but it also affects those people under his/her supervisory area. The thing is, what might be lacking nowadays is the proper training in performance management. Only through this that an individual will be able to generally figure out the strengths and weaknesses of those under his/her care. Through this, the supervisor will be able to provide a scaffolding help to improve the quality of the work. Based on the Handbook for Measuring Employee Performance, it is consist of a total of five stages, and I am here to share them with you.
Stage 1: Planning
Under this phase, what is expected to be able to come up to is a detailed plan of the entire performance management along with the expected output or outcome. This step has to happen ins consensus, and not by the supervisor alone since the other people will be the one to work to achieve the goals. The first thing that they will is that they will identify their desired goals plus the ways to make it. In this process, constant consultation is highly encouraged. This is also an opportunity for the supervisor to explain the rationale behind the plans and where they are supposed to be at the end of the program.
Stage 2: Monitoring
The phase of monitoring does not happen every month, quarterly, or in a set schedule since it has to be a constant activity. Why? As a supervisor, you can immediately intervene and extend a helping hand if you see that something is not going on at the moment. In this case, you can help in fixing the situation without incurring a lot of damages. Another thing that a supervisor could do here aside from helping is that he/she may also provide an appraisal or positive feedback to the employees who are doing great in their job. As we all know, a dose of appreciation fuels one ability to work.
Stage 3: Developing
There may be times when a supervisor could notice that something is lacking or missing with how the employees work. In this case, he/she may provide suggestions for development or enrichment purposes. Examples of these would be the attendance of the employees on different seminars, conferences, training, and even continuing education. Remember that the development stage is a form of investment. Yes, the company may shell out an amount to finance the development of the employees, but this will be paid off once they are once more equipped with new and updated knowledge and skills. They will become more effective and efficient in working.
Stage 4: Rating
This is the final rating to be given to the employees by the supervisor as to their work performance. Know that this should be something gradual, and the employee should be aware or somehow have the idea that this is what is supposed to happen since he/she had received feedback from you from the recent months or even weeks. It means that before giving the rating, you have exhausted all the means to be of help to the employee by providing tips, suggestions, and even formal training.
Stage 5: Rewarding
Yes, there will be a need to reward those employees who had reached the qualification. Make sure that before this phase, the employees are all aware of the reward system and what it takes to be part of the awardee of rewards. This will further encourage them to work better since they know that their hard works would be acknowledged at the end of the program.
Being a supervisor is not an easy task. He/she must be knowledgeable enough in all aspect since what he/she will be handling are people, and this may come in different dynamics. At the end of the program, the supervisor should be able to reflect on two things. First, he must identify if the application of the program was useful or not, and the second is to figure out if there was an increase in performance in the latter part of the program. By getting the answers from these, a supervisor can immediately plan on what to do for the following program so that it shall become much effective and efficient than the previous one.
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