Do you have an employee who’s just not performing? You can’t just fire them!
Every manager is responsible for managing his own department – and that includes managing the people in it.
Follow this 4-step team performance management guide to avoid being taken to the CCMA for unfair dismissals:
Step 1: Set targets and measures
You should prepare two types of performance targets and measures, for:
1. The team’s performance and contribution to the company; and
2. The individual’s performance and contribution to the team.
Step 2: Develop skills
Look at the skills required by each individual and by the team as a whole to achieve these targets. If there are any skills gaps, training or support must be offered.
Step 3: Review performance
You can review team and individual performance in four ways:
1. Collect information on performance against the weekly, monthly or annual targets and review them with the team to identify improvements.
2. Conduct a peer rating in which each team member’s performance is rated by her peers in the team.
3. Get feedback from other teams in the company who are the internal customers of your team’s products or services. Check on any available measures or indicators of customer satisfaction.
4. Get feedback from external customers outside the company who use the team’s products or services and check on any available information on market research.
Step 4: Reward achievement
There are three ways you can reward team and individual achievement:
1. Individual: Use the results of the peer rating to reward individuals who their peers regard as being good team players; use the results of individual performance appraisals to award individual increases;
2. Team: Measure the extent to which the team has achieved or exceeded the team target, to decide on the size of the reward or bonus to be awarded equally to all team members;
3. Company: Use the results of feedback from other teams, external customer reports or the company’s general results to reward high-performing teams that have made a special contribution to the company.
Performance Management is only one of many HR challenges that you face and that’s why FSP Business, along with our panel of acknowledged HR experts, have dedicated themselves to ensure you can implement daily HR solutions easily. You can be guaranteed the expert advice is aligned with the labour law.
Want to find solutions to all your HR problems with no fuss and be 100% sure you’re following the labour law?
Then the Practical Guide to Human Resources Managements is for you. This practical guide is written in layman’s terms and gives you step-by-step instructions, numerous checklists, sample forms, handy tips and suggestions on all aspects of HR from recruitment and selection, skills-development, team-building, succession-planning, conflict-resolution, counselling and coaching skills, and so much more.
