What to say during annual performance management review
- Posted on August 4, 2022
First of all performance management can be enhanced by a variety of business tools and techniques. See some of them below:
1- SWOT performance management analysis
Known in Brazil as FOFA, SWOT analysis is a tool that allows you to map both the internal scenario and the external scenario of a business. In this way, it is possible to establish more assertive and intelligent strategic planning.
The SWOT analysis consists of identifying the following factors:
- Forces (Strengths);
- Weaknesses (Weaknesses);
- Opportunities;
- Threats.
2- PDCA cycle
The acronym PDCA stands for the performance management plan, do, check, and act. This is a methodology widely used in the planning and control of continuous processes through the mapping of causes, problems, and solutions.
3- Feedback
Feedback consists of the feedback that a project manager gives to the employee about his/her performance in the company. This is the ideal time to talk about conduct, results, strengths, and points for improvement.
Therefore, this is a tool that should be used frequently. After all, it is extremely important that the employee knows exactly what to improve.
4- Weather survey
The climate survey’s main objective is to assess employee satisfaction and engagement levels. In this sense, it helps to identify internal problems that are preventing the proper functioning of a team.
5- Google Apps for Work
Google’s work apps offer interesting tools such as spreadsheets, calendars, email storage, and a text editor. In addition, the entire system is cloud-based, which facilitates employee access and makes several processes faster.
Conclusion
As seen above, performance management is extremely important for the organization of a team and the fulfillment of organizational goals, in addition to improving and enhancing the individual talent of each professional. Through performance management, you will get a team that is strengthened and prepared to deliver a high level of performance.
So, now that you know performance management, how about putting it into practice in your company? Through agile methods, Proj4me offers services that make planning and managing your project as simple as possible. If you want to contact us, click here and send us a message. Also take the opportunity to read other texts on our blog, such as this one that talks about 4 indispensable books about project management.
The 4 benefits of managing employee performance
- Give employees the feedback they need to succeed.
Feedback is critical to managing an employee’s performance. If an employee doesn’t know if what he is doing is right or wrong, he will simply take his best guess and deal with the scams. Simple training on what to expect can change production results quite dramatically.
- Allows employees to feel more comfortable with their assigned roles.
The biggest danger in not managing an employee’s performance is that it will cause direct reports to consider their supervisor incompetent. Nobody wants to work for someone incompetent, no matter how much money they make. By managing employee performance, each role can be better defined and this prevents employees from becoming dishonest.
- Establish a foundation for employees to feel safe in raising concerns.
Workers have already committed to a certain outcome with their employer. They accepted by simply deciding to report to work every day. What employee performance management does is provide a solid foundation for transparent communication at all levels.
Workers should feel safe in voicing concerns, just as managers should feel safe in bringing performance issues to the employee. The give and take that is established will always provide benefits.
- It’s a way to weed out workers who are not engaged.
There will always be a worker lurking around who cares about their own interests. They will play online, on their phones, or be busy chatting with other workers without worrying about production levels. Performance management helps employers quickly identify these workers so they can be removed.
Firing someone is never easy, but if the choice is between one person losing their job or everyone losing their job, the choice is usually pretty clear.
The 4 cons of employee performance management
- Apply all pressure to the middle controls.
Production levels are ultimately controlled by middle managers when the focus on performance management is promoted. These managers are pressured from above to improve production and pressured by their direct reports about the conditions behind the feedback provided. If a failure occurs, guess who is to blame?
- It’s all too easy to misunderstand the intentions of performance management.
If someone is used to only receiving negative comments, all comments made to them will be viewed in a negative light. Even something like “Hey, you’re doing an amazing job” turns into “Are they trying to fire me?” Performance management must take into account the individual and this is not always done.
- Performance management is often reactionary rather than proactive.
Most workers only get some feedback when they do something their performance management employer didn’t want them to do. Positive feedback is very rare in the modern workplace and is generally not taken seriously due to rarity it is offered. This can be tweaked a bit by providing proactive feedback, but many employers don’t allow enough time for the change to take place.
- You can split the desktop.
Sometimes, employee performance management comes from external colleagues or customers rather than a direct supervisor. If negative feedback is given, the team can split because workers feel that everyone is trying to get it. It may even cut production as workers begin to campaign for better reform.
First of all performance management can be enhanced by a variety of business tools and techniques. See some of them below: 1- SWOT performance management analysis Known in Brazil as FOFA, SWOT analysis is a tool that allows you to map both the internal scenario and the external scenario of a business. In this way,…