Source | www.techfunnel.com | Marianne Chrisos
Performance management success is closely associated with business success – you are only as good as the people you employ, certain wisdom reminds us. But having the best talent on your team is more than just good hiring practices – it involves nurturing, training, assessment, and feedback to help support growth, encourage good performance, and increase productivity.
Many HR groups in various businesses focus some of their efforts into finding the right performance management solution for their business, but even the best-laid plans and policies can run into some challenges. How you handle performance management problems can be foundational to the overall success of your performance management process, employee relationships, and even in meeting business goals.
The most common performance management problems and their solutions
Here are some of the most prevalent performance management problems that pop up in modern performance management and how your business should best address them.
1. Lack of strategy or focus
Performance management is meant to help support employees and guide their success in a way that helps the business meet their overarching goals. Sales employees, for instance, need to have performance managed in such a way that enables them to sell more in order to help grow the revenue for the business. But does the business also have goals that include building long-term relationships for repeat business? It’s important to make sure that performance management includes the kinds of ongoing support – such as training – that support the most important goals of your business. The keyword here is “important” – you can’t deliver any real value to your business by trying to do too many things at once. Digitalist Mag notes, “Having too many company goals…will likely leave your employees feeling confused, unaligned, and inefficient. Simplify and prioritize your company goals, and focus your performance management on a few critical goals that are key to your business growth. Then help your employees understand how their everyday work and individual goals will help achieve these objectives.” It’s important to start with a solid, well-defined strategy in order to effectively manage performance in a way that supports business goals.