Performance management

Keeping score of your employees’ performance is a difficult but crucial task.

To plan for your employees’ career growth, you need to be aware of their current gaps in order to work on their progress so they can grow within your company while helping it grow too.

Performance management also helps you make informed decisions related to career development, training, promotions, compensation, relocation, or employment termination. It allows you to identify your top performers and work on retaining them.

The performance management process is usually connected to other business systems like:

TOTAL COMPENSATION:
Most businesses use performance management to set up compensation plans based on the employee’s performance.
STRATEGIC PLANNING:
Performance management is used to assess whether the company is attracting and retaining top talent that helps achieve its long-term strategic goals and vision.
SUCCESSION PLANNING:
When a company gathers enough performance data over time, it can define and plan for future leadership roles.
INDIVIDUAL & TEAM DEVELOPMENT:
A career development plan is often jointly used with the performance review process to help employees in setting their goals and work on their personal development for them to advance their careers and seize promotional opportunities.

Our Human Resources professionals help you set the proper expectations and grades that will serve as performance indicators for each employee.
Our data-driven performance appraisals allow for a constructive exchange of feedback between managers and employees and help you plan for ways to boost each job performance.
We start by establishing objectives that need to be achieved by each employee in a certain time frame (or Key Performance Indicators KPIs). These objectives align with the company’s vision. They usually include behavioral goals, project-based goals, and technical goals.

We focus on making these goals specific, measurable, attainable yet challenging, relevant to the company’s mission, and time-based. The employee may in this case also set personal goals that serve both the company’s and his/her personal growth.
After goal-setting, we proceed with performance reviews where we record each employee’s strengths and areas of development to determine the need for training, promotion, and change in compensation.

Performance reviews usually include:

Continuous feedback processes where you let your employees know how they’re doing and what their performance expectations are according to the measurable goals you have set.

Processes to track progress and acknowledge your employees’ efforts to achieve the company’s objectives.

Proper employee performance reviews can establish positive communication between the employee and the manager, help set expectations, and create a clear understanding of what is required. The employee then knows exactly what to do to reach career milestones and achieve his/her personal goals and those of the company.
By having the necessary conversations, the manager also gains more insight into what motivates his team and can work on increasing employee engagement. As a consequence, your organization retains highly engaged people who know their responsibilities and roles in contributing to the company’s success.

Performance Management, if handled correctly, can have an enormous impact on your business as it can cut redundant costs, drive employee engagement & enhance performance, thus boosting productivity and increasing revenue.

Support your people’s development by keeping track of their accomplishments with proper Performance Management. Contact our HR experts now.

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