Managing the performance of others is a skill that sets highly effective leaders apart from average leaders. Aligning performance with the business goals of the organization sets highly effective organizations apart from average organizations. The Performance Management cycle has four key components:
- Setting Expectations
- Performance Feedback
- Goal Planning
- Reward and Recognition
Providing clarity to your teams regarding expected performance is critical and the first step to effective performance management. Those expectations are most effective when they are aligned with your organizations mission, values and goals. HR Aligned Design can assist with your alignment.
The opportunities to provide performance feedback are many; the annual performance evaluation, a progress discipline conversation or a one-on-one coaching session. Utilizing each of these opportunities in a positive and productive manner supports both individual and organizational performance.
Effective goal setting not only develops the individual but also connects their success to the success of the organization. It provides a clear way to measure progress and achievement. SMART goals, those that are Specific, Measurable, Achievable, Relevant and Time-Based lead to greater performance and productivity.
Reward and Recognition
Positive reinforcement increases the chance of the same behavior occurring in the future. It lets the employee know they are making progress and management has noticed their efforts. Reinforcement comes in the form of reward, recognition and compensation.
HR Aligned Design works with your organization to develop each component individually or separately to align individual performance with key business goals and ensure your leaders have the skill set to grow others.