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How do you tailor performance management?

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Performance management is the process of setting goals, providing feedback, and evaluating the results of employees' work. It is a key component of organizational success, as it helps align individual and team performance with the strategic objectives of the business. However, not all employees are the same, and neither are their roles, expectations, and preferences. Therefore, it is important to tailor performance management to suit the needs and characteristics of different employees, as well as the context and culture of the organization. In this article, we will discuss how you can tailor performance management to achieve better outcomes and engagement for your employees.

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1 Assess your current system

To tailor performance management, you must first assess your current system and identify its strengths and weaknesses. Gathering feedback from employees, managers, and stakeholders, as well as reviewing data and metrics on performance, satisfaction, and retention can help you do this. Consider questions such as: how clear and relevant are the goals and expectations for each employee and team? How often and effectively do managers and employees communicate on performance issues? How fair and consistent are the feedback and recognition mechanisms? How well do performance reviews reflect actual performance? And how aligned is the performance management system with the organizational culture and values? Answering these questions will allow you to identify gaps and opportunities for improvement in your current system, enabling you to prioritize areas that need customization.

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2 Define your objectives and criteria

The next step to tailor performance management is to define your objectives and criteria for the new or improved system. It is essential to have a clear vision and purpose for what you want to achieve with performance management, and how you will measure its effectiveness and impact. When considering objectives and criteria, think about how you will align individual and team performance with the organizational strategy and goals, motivate and engage employees, develop and retain talent, reward and recognize performance, and ensure fairness in the process. By defining your objectives and criteria, you can set the direction and scope for your performance management system, while meeting the needs of both your employees and the organization.

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3 Choose your methods and tools

The third step to tailor performance management is to choose the methods and tools that best fit your objectives, criteria, culture, and resources. For example, you can consider goal-setting frameworks such as SMART or OKR to define and track the performance goals and outcomes for each employee and team. Additionally, feedback methods like 360-degree feedback or real-time feedback can enable frequent communication between managers and employees on performance issues. You can also leverage recognition methods like praise or rewards to acknowledge and celebrate employee achievements. Furthermore, performance review methods such as annual or continuous reviews can evaluate and document the performance of employees while providing opportunities for coaching and development. Lastly, performance management tools like software or apps can facilitate and automate the process while providing data on performance trends. By selecting your methods and tools wisely, you can design a performance management system that is effective, efficient, and engaging for your employees.

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4 Customize your approach

The fourth step to tailor performance management is to customize your approach for different employees, teams, and situations. You need to recognize and respect the individuality and diversity of your employees, and adapt your performance management system to their roles, expectations, preferences, and needs. To do so, you can segment your employees into different groups based on their performance level, potential, career stage, or personality type. Additionally, involve your employees in the process and solicit their input and feedback on their goals. Furthermore, adjust your system according to the context and culture of the organization. Finally, review and update your system regularly and monitor its effectiveness and impact. By customizing your approach in this way, you can create a performance management system that is relevant, responsive, and respectful to your employees; one that fosters a culture of performance excellence and employee engagement.

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Emma Carlson

Strategy I Strategy execution I Head of Enterprise Performance Management
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Adjusting the performance management system to each employees expectations or roles is not a recommended approach at all. You cannot have different systems or variants based on what each employee expect! This can lead to a non- aligned company towards strategy and strategic objectives. Also it’s hard to compare results across the organization if all employees are not using same well defined performance management system Performance management fits with the culture and the culture is affected by which performance management system you have in any organization. Each employee has an opportunity to work positively to change culture and in the long run also affect which performance management system any organization has.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Enos Maate.

Private HR Consultant||Public Health||MBA|| FLI-F.A.T Fellow
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Performance Management is tailored to the set goals and objectives.its therefore important to note that when assessing performance of staff or for the entire business or company it's better you reflect at the goals you set and careful evaluate each objective against progress in line with the set indicators(KPIs) in a defined period of time.this is a continuous process day in day out and it also involves re organizing,re assessing of goals and objectives and setting new ones. Performance Management also involves continuous capacity building of teams involved in business regularly to ensure they keep abrest with company direction all the time.you don't need to hire experts but you can create experts and consultants with in the teams.

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How do you tailor performance management?

1

2

3

4

5

1 Assess your current system

2 Define your objectives and criteria

3 Choose your methods and tools

4 Customize your approach

5 Here’s what else to consider

Performance Management

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How do you tailor performance management?

1

2

3

4

5

1 Assess your current system

2 Define your objectives and criteria

3 Choose your methods and tools

4 Customize your approach

5 Here’s what else to consider

Performance Management

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