Top 8 Principles Of Performance Management

Many times, companies have an overburdening focus on the process. It makes effective performance management difficult to track and measure.  However, with simple and easy-to-follow principles of performance management, even employee performances improve. 

Read these top performance management principles below. First, check which ones your company is already following. Then make a note of principles you still have to follow.

With this exercise, your HR persons can enhance the average employee experience and their career throughout their tenure.  

Top 8 Principles of Performance Management Are:

1. Ensure that setting up goals is easy.

Often, employees can lose track of their periodic goals. It leads to a stark reduction in their monthly performance report. They cannot make excuses like they forgot or could not complete the goals on time. That would only label them as unprofessional. 

Thus, there needs to be a performance management system like uKnowva, which eases setting up, tracking, measuring, and completing goals. Employees can easily monitor their career graph in the firm using these performance reports or charts. 

They can review their deliverables themselves. This practice makes them more responsible and credible. Therefore, with ease of setting up goals, employees have one less task to worry about.

2. Help employees set up challenging goals.

Employees should not be stuck in a comfort zone. For that, HRs and team leaders must gauge their performance rates for a given period. If they are outperforming, then help them set more difficult goals.

It will be a challenging phase for employees initially. But high achieving or top-performers never shy away from interesting challenges. Rather, they love setting up new goals that help them get out of their comfort zone. 

Plus, achieving these difficult goals in record time benefits both employees and the company. However, these goals must be set up only after reading how the chosen employees have performed in the last week/month/quarter/year. 

This way, allocating difficult projects to top-performing employees is easy and manageable. And reporting managers can then assign low-intensity or not that challenging tasks to their new employees with a low-performance record. 

3. Focus on the team’s growth.

Employee’s individual growth is important. Many will agree with that universal truth. But when working in a company, team efforts matter too. 

For example, if only one person in a team of five is performing well, that team might be ineffective. Also, it means that only one out of the five employees is carrying the responsibility to accomplish the team’s deliverables. 

That means the team is wasting the talent of all five people. It is a poor example of resource allocation for completing a project. Therefore, there needs to be a performance management process where the entire team effort can be reported and highlighted. 

uKnowva provides that feature under its PMS system. 

Using analytical and real-time reports on team performance, team leaders must know how to improve their trajectory. Reading these charts, they can further take corrective measures to assign different tasks to team members. 

This way, each person in a team should get equal tasks depending on their calibre and merit. Eventually, their synergised efforts will propel the team to do better and reach new milestones.

4. Help employees upgrade their current skill set.

Team leaders must acknowledge that some employees are not appropriately skilled yet for completing challenging projects. They must provide their employees with regular learning material to tackle this setback. 

On a uKnowva performance management software, it is possible by sharing resourceful material, uploading certification courses, and conducting training sessions. This way, your teams will get an upgrade, and employees will start taking up new challenges.

If they master a skill, you won’t need to hire a new employee. It saves a company a lot of hiring or recruitment costs too. Additionally, employees who learn a new certified course will thank and respect you for a long time.

5. Praise your employees based on their previous performance reports.

This is amongst the top principles of performance management to consider. Your company has to learn to appreciate and praise employees regularly, depending on their monthly performance reports. 

It shows that the performance management process is fruitful for employees to get ahead in their careers. They will work smarter and more attentively next time when they realise that top-level management is auditing their performance reports. 

Besides that, every employee desires a token of appreciation and recognition. This could be on the social intranet platforms provided by uKnowva. Regular appreciation and rewarding system under the PMS boosts employees’ confidence and job involvement. 

6. Provide the right tech tools to your concerned employees.

Another important aspect under the principles of performance management is to provide the right tech tools. Otherwise, employees might face hurdles to complete their monthly targets. 

But if they have performance management and workflow automation tools, they can streamline/automate their daily tasks. After that, they can focus on more challenging tasks for the day/week/month. 

Employees achieving tougher challenges easily means that the company is progressing too. But without the right tools or solutions, even top-performing employees will lack in outperforming their goals. 

7. Become an inspirational example for your employees.

Employees follow their leaders for a reason. After all, team leaders have to set an example. They are assigned as a TL not only for setting their team goals. But they, too, have their professional goals to meet. In other words, team leaders have to set up their deliverables and KPIs too. 

They are answerable to super seniors for their team’s efforts and their own goals. That is why team leaders must set an example of using a proper performance management tool in the firm. 

Employees will earn more confidence when they see their TL using a PMS to track, measure, monitor, and evaluate team performance reports. 

Then, there will be less or no resistance from employees. They will also actively use performance management software to enhance their deliverables success rate. 

8. Use a PMS to outperform.

Principles of performance management should help employees outperform. That is why there is an elevating need for a reliable, dependable, immersive, and intuitive PMS. 

Using this too, especially the one offered by uKnowva, reporting managers can help teams outperform their progress. That’s by regularly tracking each employee’s performance score and efficiency rate. 

Accordingly, reporting managers can allocate team members to different projects for better success and performance scores. 

Conclusion of Principles of Performance Management:

Learn 8 principles of performance management in this blog and reflect on the same while implementing them in your company. Then, check how a PMS can bring a stark difference in your team’s efficiency levels.