You’re a new supervisor and need to manage employee performance. What’s the best way to get started?

1 Set clear expectations

The first step to managing employee performance is to communicate clearly what you expect from them. This includes defining their roles, responsibilities, objectives, and standards of quality and behavior. You can use tools such as job descriptions, performance plans, and SMART goals to provide guidance and direction. Make sure that you discuss these expectations with your employees and get their input and feedback. This will help them understand your vision and feel involved in the process.

2 Monitor and measure progress

The second step to managing employee performance is to track and evaluate how your employees are performing against the expectations you set. This involves collecting and analyzing data on their outputs, outcomes, and behaviors. You can use various methods such as observation, feedback, reports, surveys, and metrics to gather information. You should also provide regular and constructive feedback to your employees, both formally and informally. This will help them recognize their strengths and areas for improvement, as well as celebrate their achievements and address any issues.

3 Provide support and development

The third step to managing employee performance is to offer support and development opportunities to your employees. This means providing them with the resources, tools, and guidance they need to perform their tasks effectively and efficiently. You can also coach, mentor, and train them to enhance their skills and knowledge, as well as motivate and inspire them to grow and excel. You should also encourage them to seek feedback from others, such as peers, customers, and stakeholders, and to learn from their experiences and mistakes.

4 Reward and recognize performance

The fourth step to managing employee performance is to reward and recognize your employees for their performance. This means acknowledging and appreciating their efforts, contributions, and results. You can use various forms of rewards and recognition, such as praise, thank you notes, bonuses, incentives, awards, and promotions. You should also link rewards and recognition to the expectations you set and the progress you measure, as well as tailor them to the individual preferences and needs of your employees.

5 Review and adjust performance

The fifth step to managing employee performance is to review and adjust your performance management system regularly. This means evaluating the effectiveness and efficiency of your processes, tools, and methods, as well as the satisfaction and engagement of your employees. You can use feedback from your employees, customers, and stakeholders, as well as data from your monitoring and measurement methods, to assess your performance management system. You should also involve your employees in the review and adjustment process, and communicate any changes or updates to them clearly.

6 Manage employee performance effectively

Managing employee performance is a key skill for any supervisor. It can help you achieve your goals, improve your team's performance, and enhance your relationship with your employees. By following these steps, you can start managing employee performance effectively and confidently. Remember to be clear, consistent, supportive, fair, and flexible in your performance management approach.