We all agree job performance is a critical determinant of individual and organizational success. Effective performance management strategies help us ensure that employees are aware and well-aligned with our company goals. But the real question is, how do you tell if your strategies are truly effective?
In all honesty, it’s quite a challenge – ensuring that your associates truly understand what is expected of them and being able to measure their performance. But as Dr. H. James Harrington (thought leader in applying performance improvement methodologies to business processes and Six Sigma Grand Master) brilliantly puts it, “If you can’t measure something, you can’t understand it. If you can’t understand it, you can’t control it. If you can’t control it, you can’t improve it”.
And so, we encourage you to take on the challenge. In this article, we will help you explore the essentials of setting clear expectations and effectively measuring job performance while offering insights into best practices that improve efficiency and job satisfaction.
Setting Clear Expectations
The foundation of effective job performance management lies in setting clear expectations. However, much to our surprise, a study by Gallup shows that only 32% of U.S. employees have clarity about their work expectations. This, in turn, leads to a rise in employee disengagement and an eventual drop in productivity.
Therefore, always remember that setting clear expectations is conducive to a thriving workplace. Here’s how organizations can set clear expectations.
Roles and Responsibilities
Define roles and set expectations early on. Prepare a detailed Job Description – that clearly outlines key areas, key responsibilities, and expected results to be delivered by your team members.
Use the employee Onboarding Process, as an opportunity to discuss and explain each employee’s scope of responsibility, level of autonomy, performance expectations, and feedback flow.
Organizational Objectives
Ideally, individual goals should align with the objectives of the organization. Your task here is to ensure that your team members understand how their performance contributes towards the company’s goals.
Be mindful while setting the number of objectives. You must refrain from overburdening an employee. An ideal number will be between 3-5 objectives.
Also, ensure that you review objectives vs achievements periodically. Relying on year-end reviews can make employees drag the objectives to the last minute, and lead to unnecessarry suprises when performance feedback shouild have been given all along.
SMART Goals
SMART, as the name suggests, is the best way to set goals. Remember, goals should be Specific, Measurable, Achievable, Relevant, and Time-bound. SMART goals provide a clear roadmap and identify the benchmarks for success.
Let’s look at a simple example. Instead of setting a vague goal like, “Increase Sales,” try making it more realistic and achievable. Set your SMART goal by laying it out this way: “Increase sales by 15%, in the next 6 months, by opening 3 new outlets in XYZ suburbs.”
Measuring Performance
Congratulations! You’ve done well. Once you have successfully defined your expectations, the next step (and an important one) is to measure job performance. This involves both quantitative and qualitative assessment. Here are some ways by which you can track and measure employee performance.
Key Performance Indicators (KPIs)
Key Performance Indicators (KPIs) are specific metrics used to evaluate performance. KPIs support employees by allowing them to stay focused on their targets or goals. KPIs also help provide a detailed review of how companies allocate and effectively utilize their budget, time, and resources. Common examples of KPIs include sales targets, project completion rates, etc.
Performance Reviews
All organizations hold periodic performance reviews. These are conducted quarterly, bi-annually, or annually depending on the type and need of an organization. Performance reviews provide insight into an employee’s performance, the status of targets achieved, loophole identification, and an opportunity to share and receive constructive feedback. Ongoing, specific, feedback, both positive and constructive, should be an ongoing practice, offered during 1:1s and other informal interactions.
Employee Monitoring Software
Employee Monitoring Software – quite popular now, this helps managers track employee performance, productivity and safety. We are seeing an increase in the use of advanced technologies that allow improved monitoring and surveillance practices in the workplace. This type of surveillance may or may not fit with your organization’s culture and values but is something that you should be aware of.
Best Practices for Improved Job Performance
Recognition and Rewards
As humans, we regularly crave recognition for our efforts. There’s no rocket science to this. So, the sooner you understand this, the faster you’ll see results. Recognition is a powerful tool; it’s an appreciation for positive performance. It also helps boost employee engagement, productivity, and commitment to the company.
Almost 80% of organizations have formal recognition programs to celebrate and recognize employee achievement. Acknowledging and rewarding good performance boosts morale and motivation. Recognition can be monetary, like bonuses, or non-monetary, such as public acknowledgment or additional responsibilities. It’s critical to recognize and reward employees in a way that they appreciate; otherwise, it can be counterproductive.
Training and Development
Invest in your employees – your most important assets. Provide continuous learning opportunities that help them acquire new skills and remain updated with industry trends. On-the-job training, short courses, workshops, and seminars are excellent ways to improve employee learning and skills.
Positive Work Environment
Create a welcoming, safe and accepting work environment that brings out the best in everyone. Remember, a supportive and positive work culture encourages employees to perform their best. Review and revisit your culture strategy, allow transparency and open communication, reward achievements, and provide an inclusive workplace.
Job Performance Management
Effective performance management is a continuous sow-and-reap process. It begins with setting clear expectations, measuring performance, fostering a supportive work environment, identifying your top players, recognizing, and rewarding high-potential associates, and leveraging the untapped power within your workforce. Remember, your ability to retain high-performing associates is critical to your organization’s success.
At Crosworks, we work on helping you retain top talent by giving them the tools to chart a path of goal-driven development within the organization. If you want to witness your associates taking ownership of their careers, discover how our Maximize Your Talent program can drive your organization’s success.