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Employee Performance

The importance of performance management goes beyond evaluations, raises, and promotions. It has the propensity to make or break an organization.

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Below are some of the reasons that ongoing performance management is so important to every organization.

 

1. It Provides a Look into the Future

2. Helps Create Development and Training Strategies

3. Provides Clarity in the Organization

4. Provides the Opportunity for Exchanging Feedback

5. Increases Employee Retention

6. Boosts Employee Engagement

7. It encourages employee recognition and reward

8. It helps in boosting employee productivity and               engagement

9. Helps to enforce goal setting and achievement

10. It offers mentoring for increasing performance

TYPES OF PERFORMANCE PROBLEMS

QUANTITY OF WORK

  • Poor prioritizing, timing, and scheduling

  • Lost time
    - Lateness, absenteeism, leaving without permission.
    - Excessive visiting, phone use, break time, use of the Internet.
    - Misuse of sick leave

  • Slow response to work requests, untimely completion of assignments.

  • Preventable accidents.

INAPPROPRIATE BEHAVIOURS

  • Inappropriate behaviors (often referred to as poor attitude)

  • Negativism, lack of cooperation, hostility

  • Failure or refusal to follow instructions

  • Unwillingness to take responsibility

  • Insubordination

  • Power games

RESISTANCE TO CHANGE

  • Unwillingness, refusal or inability to update skills

  • Resistance to policy, procedure, work method changes

  • Lack of flexibility in response to problems

QUALITY OF WORK

  • Inaccuracies, errors

  • Failure to meet expectations for product quality, cost or service

  • Customer/client dissatisfaction

  • Spoilage and/or waste of materials

  • Inappropriate or poor work methods

INAPPROPRIATE INTERPERSONAL RELATIONS

  • Inappropriate communication style (over-aggressive, passive)

  • Impatient, inconsiderate, argumentative

  • Destructive humor, sarcasm, horseplay, fighting

  • Inappropriate conflict with others such as customers, coworkers, supervisors

INAPPROPRIATE
PHYSICAL BEHAVIOUR

  • Smoking, eating, drinking in inappropriate places

  • Sleeping on the job

  • Alcohol or drug use

  • Problems with personal hygiene

  • Threatening, hostile, or intimidating behaviors


The key to having good all-round performance is five performance objectives: 








 

QUALITY

Good performance management system will proactively engage your employees in the organization’s goal-setting process. It will also make sure that all goals are in correlation with the organization’s overall target.

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It is imperative that you and the other leaders in your organization acknowledge the importance of performance management. By avoiding it, you are setting yourself up for disaster.

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Meet with your human resources department and other leaders to put a performance management plan in place.

 

You might consider asking employees for feedback on what they feel should be addressed. Though it may take some time to put together, investing your resources into developing an effective performance management strategy will be well worth the effort.

SPEED

DEPENDABILITY

FLEXIBILITY

COST

OUR PROGRAMS TAKE EVERYTHING INTO CONSIDERATION

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7 LEARNING STYLES

  • Visual

  • Kinaesthetic

  • Aural

  • Social

  • Solitary

  • Verbal

  • Logical

20+ METHODS

  • SMART

  • Spacing effect

  • Six Sigma

  • Kirpatrick model

  • ADDIE

  • Bloom's Taxonomy

         and many others

30+ TYPES OF ACTIVITIES

  • Experiental learning

  • O T J

  • In-basket exercises

  • Demonstrations

  • Role Playing

  • Business Games

  • Behavioural Modeling

          and many others

3  GROUPS SATISFACTION 

  • Executive team

  • Individual team managers

  • Individual contributors