Individual performance management can be very effective with benefits for both the individual and the business, when it is applied correctly. It is intended to be a continuous and ongoing process that is not constricted by timetables and schedules in the same way as annual appraisals are, to be truly effective. It is a tool that is used to achieve an understanding and to support the individuals and the business goals coming together.
Individual Performance Management — Means of Encouraging
This type of employee progression is recognition of the individual’s unique skills, abilities and acknowledges their contribution to the business goals. It is a means of encouraging the person to recognize their potential and support them in setting and achieving their goals for the betterment of the business.
It differs from performance appraisal systems because it does not judge the individual against an inflexible set of the team orientated criteria. The person accepts ownership for their own goals and development and is emotionally rewarded by a sense of achievement and worth within the business. They also learn to value and appreciate the contribution of their team members in achieving the end goal.
Establishing Clear Goals and Instructions
Managing your progress can and will flourish in a no blame culture. Working within a culture of blame is known to stifle creativity and hinder communications, which in turn prevents an employee exploring their full potential. Open two way lines of communications with clear unambiguous goals and instructions are an essential element of this strategy.
Allowing Others to Take Ownership of Quality Control and Problem Solving
Provide individuals with the information, they need to understand their own and the company goals. Involving them when making decisions that will affect them or the work they do will help to promote ownership. That usually means allowing individuals to take ownership of quality control and problem solving. Essentially, it is letting the employee know that you will listen to what they have to say, and that you value their knowledge and experience on the job.
Implementing Staff Training
Identifying training needs is a crucial step in helping individuals achieve their full potential. Many businesses fail in developing their employees because they fall short of providing the skills for the job. Alternatively, they may fail to follow up on transferring the skills into the workplace. Investing in staff development and providing adequate support is fundamental to establishing a system that really works for your employees.
These types of management styles and too much red tape can be obstacles to operating a successful performance management system. Managers need to be knowledgeable about the job and skilled negotiators, communicators and with the ability to manage interpersonal relationships effectively. The system for recording how the staff performs has to be open to scrutiny and straight forward.
Effective Management = Successful Team
Perhaps most importantly, individual performance management has to be managed fairly and without bias. Issues or problems arising from performance must be addressed quickly and not allowed to rankle. When setting targets they need to be seen to be fair and achievable. Building trust and respect within a team helps to ensure that team members support each other in achieving individual and team goals and accepts responsibility for their own performance management.