It is true that many performance programs are efficient and that companies that use them bloom. At the same time, lots of these programs try to sell something they don't, in fact, offer you or your company.
Especially if they promise you that it's going to be easy when, truth is, performance management involves a lot of efforts, long-term commitment and hard work.
So how do you pick the best program for you? Here are seven tips that will help...
Here are seven tips to help you identify the best program depending on the performance management objective of your company
Here's what Carol Anderson for tlnt.com says you should consider when picking a performance management
1. Figure out the end game
You should be very clear and very intentional about what you are trying to accomplish. In other words, before you buy a program, think about the standards you want your company has to reach. If you have clear objectives and expectation, you can measure results, writes Anderson.
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2. Look at the message
Communicate lies at the foundation of performance management
is a communication process. We talk about communicating performance expectations, values, behaviors and rewards, as Anderson explains, stating that you should prioritise what's important, and clearly communicate expectations.
3. Take every step and don't jump levels
It takes time to build a foundation but you will have to do it if you want results that will last. Educate participants, evaluate results, and build over time, advices Anderson.
4. Improve the skills of your employees
In performance management
, your priorities also refer to the employees. Make sure they're involved, empowered with responsibilities and choices and that they are active in their performance and development.
"Set the expectation of active participation and teach them how. They will help to hold leaders accountable", says Anderson.
5. Develop your professional skills
You also have to be very specific and clear about your performance and development. Make sure the managers are also motivated to change and get better at what they do.
6. Involve the "next level up" leader
As Anderson explains, in case the next level leader doesn't observe their subordinate leaders providing performance and development feedback, then they won't be able to know the quality. Thus, the next level leaders need to be involved in the process of holding leaders accountable.
7. Measure the program results
Finally, look at the gathered data and evaluate the program effectiveness. Keep in mind that it's about performance improving and talent developing.
For a great performance management
program that does all this and more, check this out.