Let’s start by getting one thing out the way – the term “performance management” is often associated with a number of different negative connotations. However, the point remains that through the use of motivational, training and development techniques, we should be actively managing the performance of our employees on a daily basis. As a result, performance management should therefore be considered a positive tool within the workplace, encouraging employees to strive to be the best they can be at all times.
In cases where performance appears to be lacking, management will then be required, and will likely be necessary at some stage during the lifespan of the business. It is crucial that the employee(s) in question should view any such interventions as both constructive and progressive – otherwise, it is likely that any desired outcomes will not be achieved.
Being able to identify and then understand the issues that you are faced with will then help you to deduce the best way to deal with them.
Capability Issues
Does a lapse in performance have links to issues with staff capability and skillset? If the answer is yes, perhaps you need to look at enrolling them on a training course to allow them to further develop their skills. Alternatively, perhaps the employee is dealing with a personal matter or has become unwell and are consequently finding it more difficult to cope with the demands their role has placed on them? This situation may call for increased support and potential changes to the way they work until the issue at hand has been resolved.
Conduct Issues
Alternatively, performance may be adversely affected due to issues surrounding conduct. In this kind of situation, perhaps the staff member seems to be demonstrating a lack of motivation, which in turn impacts on their enjoyment and fulfilment of their role. This will then naturally result in a drop in performance and will require care and consideration as to how this is best dealt with.
Although undoubtedly a trickier problem to solve, encouraging engagement may then improve performance. Ways to do this could be by simply talking and listening to what they have to say, looking into implementing reward and recognition schemes or perhaps enrolling the employee in a specific kind of training course as mentioned above. We know staff engagement can be a complex issue, so we’ve dedicated an article to this very topic, which you can find here.
Finally, regardless of the issue at hand, your business culture will play a big role in how performance management is perceived and acknowledged. One of our latest articles explored in detail the importance of business culture and the different types that can be cultivated within the workplace. You can read more about this here. Yet whether you have a Clan, Hierarchical, Adhocracy or Market culture, performance management needs to be readily accepted and any support offered taken and worked upon.
If anything you’ve read here has given you cause for concern when it comes to your business, why not get in touch with us here at AvloHR?
