Don’t be Scared of Performance Management

 

Typically, the only person who dreads your annual performance evaluation more than you is your manager. Classic performance evaluations create stress for all involved. But the classic employee appraisal structure is being replaced with performance management systems by many employers. This philosophy targets specific goals.

• Creating clear and concise job descriptions and responsibilities. A common source of confusion, unclear job descriptions often affect performance reviews. When supervisor and/or employee are mystified by true job duties and responsibilities, stressful and difficult performance reviews result.
  
  
• Negotiating agreements for achievement-based performance objectives. Achieving agreement on performance objectives results in more dispassionate and accurate consensus between management and employee on performance evaluation content.
  
  
• Offering valuable education and training. Performance management employers recognize the value of employee education and training. They try to incorporate this commitment into employee evaluations and HR policies.
  
  
• Providing consistent employee coaching. Positive coaching and mentoring is a critical component of performance management environments. Non-intrusive mentoring delivers workplace and career benefits to both employee and employer.
  
  
• Receiving meaningful feedback. The value of employee feedback cannot be over-emphasized. Honest feedback is the most valuable component employers receive, as it reflects the true condition of the workplace.
  
  
• Offering significant promotional opportunities for employees. In all but the smallest companies, internal promotions improve employee morale, deliver value, and identify the employer as a valuable career destination.
  
  
• Creating management understanding as to why valuable employees leave for other opportunities. All employers dislike employee turnover, but it is a fact of management life. Learning the reasons why employees choose other employers, however, is highly valuable information to companies. Performance management companies recognize this value and try to maximize the benefit for the future.

Much more than a stressful, sometimes useless annual employee appraisal, a performance management policy refocuses evaluation goals. Instead of putting your career advancement under the control of one supervisor’s opinion, performance management guidelines combine objective critique with a commitment to improve, not simply judge, employee performance.

Whether your employer is large or small, public or private, cutting-edge or classic, they want you to succeed. Employee success usually translates to company success. Use this common goal to your advantage, as everyone wins.

Once you know your employer embraces performance management philosophies, do not over-stress about employee evaluations. Understand that the company’s focus has shifted to a more important menu of factors.

With a clearer view of the goals and achievements your employer expects, you can target your efforts toward attaining these objectives. Since both you and management are on the same page, you understand expectations long before your appraisal date. Use this time wisely.

This article is, in part, sourced from:
http://humanresources.about.com/od/performancemanagement/a/perfmgmt.htm

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