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People Series: Blog 4 – Performance Management

Posted on 22/05/2017, 15:22

Our last newsletter focused on the importance of setting objectives and expectations for each of the roles in your organisation. Having done that it is vital to review performance against the objectives set.

We often find that when managers think about reviewing performance against objectives they are thinking of a team member’s annual performance appraisal. Reviewing performance should not be something that takes place only in the annual appraisal meeting; good annual appraisals are a summary of ongoing discussions and reviews that go on throughout the year.

Regular Reviews throughout the Year

An effective process for reviewing performance will enable a manager to align each individual team member’s day-to-day actions with the overall objectives of both the employee and the business.

Even when managers monitor performance regularly they often focus only on the detail of what a staff member does against each objective and do not focus on how they do their job. This means they are only reviewing part of a job and when that happens then usually that is the only part that the team member feels is worth focusing on. It is also important for managers to make time to regularly observe each team member when they are working and to monitor what they do and how they do it in relation to the objectives that have been set.

Seek Feedback

It is well worthwhile seeking feedback from others on the team member’s performance related to their objectives. This could come from customers, suppliers, other members of their team or other people in the business with whom they interact.

It is also useful for managers to get team members to regularly report back to them on how they view their performance against their objectives. However it is important to ensure that this feedback includes examples of what they have achieved and how they have achieved it.

By regularly monitoring performance against the objectives set managers can check how well staff members are meeting their performance standards, offer support to address underperformance and also recognise good performance.

Structure the Reviews

When conducting interim and annual reviews it is important to have an agenda which is a structured stock take. This should include:

  • A clear description of each objective
  • What the staff member has done in relation to each objective
  • How they have done that
  • How they are performing
  • How the person is developing personally
  • Objectives for the next period
  • Any development areas that need to be worked on

Set a clear agenda for each review, make sure it is booked in your diary and that of the staff member, always keep the appointment and perform each review consistently.

The Benefits

Regular reviews of performance mean that each team member has clarity about where they are performing well and where they may need further improvement or support. It avoids surprises during an annual appraisal when a team member suddenly discovers they have not been doing a good job and meeting their performance objectives.

It is vital for managers to understand and buy in to a regular performance review and management process. When managers do not understand the importance and value of the process we often see appraisals conducted late or not at all leading to an avoidance of performance-related discussions. Left unchecked this can lead to  all sorts of organisational issues.

Final thoughts

An annual process alone will not alert managers to any problems that may have been there all year. Best practice is to carry out regular monitoring and review of staff performance against objectives. The findings and actions from each regular review throughout the year can then be fed into the annual appraisal.

We have designed a simple Performance Appraisal template for you to customise and make your own.

As ever, if you would like external perspective or help on any of the above, do get in touch or book a free business help session here.

Want to talk further with your business coach?


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