5 R’s of Performance Management

Performance management is a planned process that involves different components of management. Based on my experience and study of the subject of performance management over time, I am able to develop the 5Rs which serve as the primary elements of PM:

Responsibility: Everyone needs to know exactly what he is expected to accomplish and why, as well as by when, and how it will be measured. They must know exactly why they are on the payroll, what they have been hired to do, why it is important, and how it will be measured and rewarded. This information is essential for building a highly motivated and high-performance organization.

Resources: People perform better and faster when they have everything needed to get the job done at their disposal. Though the principle of economy must be applied in every organisation, it is encouraging to put the basic resources required to get a job done in the hands of the job holder.

Result: People need to know exactly what they are expected to do, what amount of time is required to get it done, and to what level of quality. Whenever you communicate clear visions and expectations to people, you make it possible for them to win. You cannot hit a target that you cannot see. The clearer the goals are, the easier for people to achieve them. The more goals they achieve, the more they feel like winners. And the more they feel like winners, the more their self-esteem goes up. Then the more they eventually perform on their job. Never assume that people always know everything there is to do their job well. If they did, they would probably not be working under you.

Reporting System: Make this system suitable for the person involved in the process. The level of individual competence, familiarity with the system and the nature of the work that needs to be done should determine how this system will be structured. Give regular performance feedback to inform people how well they are doing and what they can change or improve. For people to do their very best, they need regular feedback to know whether they are on track or off track.

Reward system: Rewards can be both tangible and intangible. The fact is that what gets rewarded gets done. Doing a good job and making a valuable contribution is the only thing that should be rewarded. Part of the reward structure is recognition. Recognition for a job well done is something that managers owe their people. Whenever a person does something that is good and exceptional or even makes a good try, give them both private and public recognition. Every time you give praise, privately and publicly, for any behaviour, you are probably going to get more of it. Reward people also with job security most especially the potentials or prospects in your organization. Job security facilitates job commitment, enhances performance and enables your employees to give their all to their job.