Performance management techniques to improve productivity

Performance management is a collaborative process between employees and managers in which they communicate on an ongoing basis to plan, monitor and review an employee’s objectives and to measure and improve performance of both individuals and the company as a whole.

Good performance management can help companies to become more successful and stay ahead of their competitors by maintaining and improving the performance of their workforce and ensuring that everyone is pursuing the same strategic objectives.

Key elements for performance management success

Each business needs to consider which performance management techniques best fit their size and structure on an individual basis. However, generally speaking, the performance management process has five key elements for success:

• Clear goal setting, along with information about how results will be evaluated and the time frame for achievement
• Employee engagement in the performance management process
• Regular feedback, which allows tracking of an individual’s performance and provides them with ownership of their development
• Development and improvement should be encouraged as employees meet and exceed their goals
• Reward and compensation to encourage employees to continue to achieve and develop

8 performance management techniques to improve individual productivity

So how can you manage your employees’ performance and improve their productivity? Any form of performance management should leave employees feeling inspired and empowered rather than stifled. Here are eight performance management techniques that you can implement.

1. Regular appraisals

Appraisals are perhaps the most commonly used individual performance management technique, and team project performance is significantly higher when managers provide frequent recognition and encouragement.?

In order to maximise productivity, employees must feel the appraisal is a fair and constructive two-way conversation between them and their manager: otherwise, appraisals can quickly become a tick box exercise that can demotivate employees and lead to a decline in performance.

2. Personal development plans (PDP)

A personal development plan is an action plan that sets out goals for future performance and actions and supports personal development. PDPs are often used to identify specific training and development needs. They can help employees set out how they want to grow and what actions they need to take to achieve that growth, thus helping employees to feel more invested in the business and its success, as well as feeling heard and that they are able to progress within the company.

Make sure that the PDP serves the needs of your employee as well as your business, and include targets that they have influence over, alongside clear rewards for success. Employees are more likely to work productively when they feel that their own goals are in alignment with their employer’s.

3. Utilise feedback

Regular feedback – for example on a monthly basis – can help to keep teams motivated and engaged. Feedback should always include positive elements in order to encourage employees, but can also identify possible causes for underperformance and solutions to help the employee. Keeping the employee’s own career goals in mind can also help to motivate them and create a spirit of cooperation, all of which can help boost productivity.

4. Management by objectives

If your business involves specific work that must be done one step at a time, then this can be a powerful technique to boost productivity. It involves defining specific objectives and setting out how to achieve each one in turn. Ticking off each achievement can provide motivation to a team, leading to increased productivity.

5. Empower your employees

Empowerment can be a great way of driving staff motivation and increasing productivity. Give your employees projects which allow them to use their expertise and creativity. Keep rules to a minimum: freedom is important in helping them to develop critical workplace skills.

6. Review employee job descriptions

Ideally you should review employee job descriptions on an annual basis, analysing the responsibilities, duties, and overall purpose of the position to ensure that it is appropriate. Ask your employees for their suggestions for any changes to their job description so that they can perform their duties even better.?

7. Consider implementing a 360-degree performance feedback system

A 360-degree performance feedback system allows employees to assess their performance with input from anonymous colleagues on a quarterly basis. Managers can take advantage of ongoing assessments to provide employees with frequent feedback about their performance, and objectives can be established to address the needs of employees and the organisation as a whole. An engaged, motivated workforce is a productive workforce.

8. Be consistent

Employees will not feel motivated in working towards goals if they feel that the goal posts may be moved, and productivity will suffer as a result. Goals should be both clear and measurable in order to encourage employee buy-in. Ensure that everyone is clear on what is required, and what they will receive in return.

The sky is the limit! Which techniques do you already use, and which do you think you may want to implement in future?

Thank you for reading!

Lauren