Performance Management

Keep in mind that organizations have been conducting performance appraisals for years.  Dedicated employees have contributed to the organization by working long hours and attending training classes to further their development.  Organizations have been planning, budgeting, selling, and billing for many years.  But have these processes and activities taken place for the sake of doing them, instead of for contributing directly to the desired results or success of the organization?

Being busy is not the same as producing results.  Working hard, training and being committed does not alone produce results.  Performance management is about achieving results.  Performance management redirects our efforts from measuring our busyness to focusing on our effectiveness – those systems and processes put into place to achieve results. 

Management of employee performance may include:

• Examining business processes/work flow to improve productivity.
• Planning work responsibilities and setting expectations,
• Regularly and continually monitoring performance,
• Developing the capacity to perform,
• Designing performance management systems that focus on the process as well as the performance appraisal tool.
• Periodically evaluating and rating performance,
• Rewarding good performance.

For success to occur, it is critical that your employees understand your expectations of their role in the organization.  The best way to ensure that you and your employees are on the same page is to develop strong position descriptions.  To assist you in identifying and organizing important information about the position functions and qualifications, we provide you with a Job Analysis Questionnaire (JAQ).  This guide helps you to think about the essential and secondary responsibilities and their associated duties and tasks, including the estimated time need to implement them.

Workplace Dynamics will gladly work with your organization to develop a position and performance management program that makes sense for your organization.  We do not offer cookie-cutter programs as we believe that every organization is unique in the manner in which it measures results.