5 tips in managing employee performance1.Set Clear Job Descriptions
Before you even hire an employee, you should set a clear job description for the role you want them to fulfill. Once your new employee is on board, ensure the they refer to and use their job description. Having a clear job description helps you to have a standard against which to test the employee’s performance. You can use the job description as part of the formal performance review process.
2.Use Clear Objectives and Goals
Give your employees clear weekly and daily objectives and goals. You may need to prioritise tasks and provide clear directions to certain employees, especially young trainees. Other employees will be able to prioritise their own workload to meet the clear objectives and goals you set.
3.Regularly have a Formal Review of Performance
Formal performance reviews entail having a one on one with each employee you manage and discussing the employee’s performance against set standards and your expectations. You will need to write minutes or notes on the discussion, which then go into the employee’s file.
You can use a formal performance review meeting to discuss future action plans and goals, as well as formally take note of any areas where the employee needs to improve. While many large businesses hold employee performance reviews on an annual basis, you may want to hold your formal performance reviews more often, at least every six months.
4.Respond Immediately to Concerns
Don’t wait for the formal performance appraisal to address any concerns you may have with your employee’s behaviour. If your employee is turning up 15 minutes late for work on a regular basis, you will lose several hours of productivity before you address the issue if you wait for the next performance review. Bring any issues or concerns you have to the employee’s attention immediately and discuss and agree actions to resolve the problem.
Make sure you have a private meeting with the employee instead of addressing the concerns in public. Give the employee a set period in which to improve in the area and let the employee know how the behaviour negatively affects the business. Monitor the employee’s actions and if no improvement is visible, you may want to write a formal warning letter to the employee.
5.Actively Praise Employees
Everyone likes to receive well-earned praise. Compliment your staff on jobs or tasks well done. You can give a simple compliment in public or reward your employees with gift vouchers or movie tickets for exceptional performance. Rewarding your employees for good work actively encourages the employee to continue to strive to achieve your expectations. Public praise can also encourage other employees to strive harder. Many employers can go for months without giving a compliment, but employers who learn the art of the sincere compliment will find managing their employees’ performance much easier.
Managing your employee’s performance is an essential role for any small business owner. You can make this difficult task easier by setting clear job descriptions, giving your employees clear objectives, goals, and tasks to perform and providing regular formal and informal feedback on your employees’ performance.
