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Four steps to guarantee you don't have a problem managing your employees' performance this year

by , 15 January 2015
Managing poor employee performance is time consuming right?

But it can be easy if you have the know-how and are proactive.

Today, we reveal four performance management steps that, if you follow them to the tee, we guarantee you won't have a problem managing your employees' performance this year.

Keep reading to find out what these steps are...

Take these four steps to manage your employees' performance easily

1. Tell your employees what their job is
You mustn't assume your employees know what you expect from them, says the Labour Law for Managers Loose Leaf Service.
You must give them their job descriptions and discuss everything about the job, including:
  • What the job is all about;
  • Key Performance Indicators (KPIs);
  • What authority they have when it comes to making decisions;
  • Where they fit in in the company, etc.
Remember, there's a reason you hire people. You don't do it just to fill space.
So as the year starts, discuss your expectations up front with your old and new employees. And record everything in writing in a job description.
2. Give your employees the tools to do their jobs
If your employees don't have the right tools, they can't deliver the goods.
So if you have new employees, induct them properly so they're clear on how to do their jobs.
For existing employees, check if there's any training they need to do their work.
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3. Give your employees a chance to perform
Now that your employees know what their jobs are and have the tools, let them get on with it.
But your performance management duties don't stop there. And this brings us to step number four…
4. Monitor your employee's performance and give them feedback
You can do this through the appraisal process.
There are two approaches to appraisals: Informal and formal.
The informal appraisal: Here, you check in with your employees to see how they're doing. For example, you go to your employee's desk to ask how the project he's working on is going. If you find he's doing something wrong, you can discuss the error and help him correct it right away.
The formal appraisal: This is when you have a formal meeting to assess your employees' performance. In most companies, a formal appraisal happens every six months.

Remember, performance management is an ongoing process

Your employees want to know what you think of their performance. They want confirmation that they did well and they need to know if they didn't do a good job too.
If, for example you find your employees are doing well, focus on how to motivate them even further to realise and use their full potential to carry out your company's objectives. If they're not performing, you must identify exactly how and why. This will help you solve the problems and improve their performance.
To evaluate your employees' performance effectively, we recommend you use the first Performance Review Software in South Africa.
Taking these steps today will help you manage your employees' performance without any problems this year.
PS: Overall, there are six steps you must take. You'll find them in the Labour Law for Managers Loose Leaf Service.

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