Performance Management

As your business grows, you want to make sure that the ambitions and views of your staff are in line with your business goals.

Managing your employees’ performance can seem difficult, especially when everyone is busy getting on with their day to day work. However, employee performance management is an important part of your success, as it will give your staff goals to work towards and give you a means of assessing their output.

Many small business owners have questions regarding how employee performance is measured. As an employer, you will have goals within your business plan. Work out how this person fits in with these goals and what you need from them. Look at reasonable ways to set targets, limits, aims and timeframe for the employee. Within some departments, such as sales and marketing, this can be straightforward to identify. However, in other departments you might need to look into the role and set goals such as completing a project, implementing a new system or even just completing a certain workload in time and on time.You might also want to measure employee performance on areas such as punctuality, have they suggested any new ideas, and how well do they manage their own time.

Goals and targets, like the ones mentioned above, are a good way to motivate staff as they will know what is expected of them. It’s important though to make staff feel like their efforts and successes are rewarded. This ranges from small simple gestures like praise or a small reward, financial bonuses to promotions and pay rises. A career structure in which staff know that they can move up the ladder if they prove themselves is a great motivator, but it has to also be something that you can afford and manage.

Performance Management – Not only do we offer training for those who have to manage and appraise others, but we also help organisations establish processes and systems to help their line managers and employees manage and review performance more effectively.

Some of the Performance Management tools are as follows:

  • Role Analysis and Job Family Frameworks – we use simple but effective techniques to develop clearly articulated role profiles to help inform appropriate job, banding, grading and structures (or organisational levels). Articulating individual roles, levels and job groupings in a consistent format can lead to better staff organisational design, improved decision making regarding remuneration, optimised training and development, improved staff morale and more informed resource planning.
  • Competency Development – we develop competency frameworks to help organisations articulate and evaluate the behaviours which they see as critical to their success.
  • 360 Degree Feedback – we design and run 360 degree assessment and feedback programmes for a number of clients, to help them identify and develop their internal talent.

In addition to our core team, we have trained associates available if the need arises.



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