Performance management goes hand in hand with talent management. This method can focus on the company, divisions, procedures, or individuals. It provides people with the tools that they need to meet their personal goals and the goals of the team. Performance management is essential to any talent management program.
Performance Management Defined
Team performance management demands communication. Managers must set strategic performance standards for each position. They do this by defining employee jobs and the tasks that accompany each job. These standards need to include personal performance goals that align with team goals. The goals make it clear when performance is and is not acceptable. Team leaders communicate whether or not performance is acceptable with performance appraisals. These appraisals are aligned with performance measurement systems.
- Mission: This is the overall mission of the team based on strategic planning. For example, increase sales by 10 percent in two years.
- Process: The steps taken to reach a goal. An example would be developing a new product.
- Critical Performance: These are the internal subsystems that can include programs, products, projects, and teams.
- Individual Performance: Performance of team members are appraised periodically to enhance performance.
Performance management provides numerous benefits to the company, managers, and employees. Each team will have its own set of benefits, but there are a few main benefits of performance management.
- Looks at the big picture to determine actions.
- Aligns actions to team goals.
- Examines results instead of team member’s activities.
- Produces specific measurements.
- Standardizes employee expectations and treatment.
How to Keep Your Team Motivated
Team members who are motivated, perform better. Effective team leaders understand that motivation is part of their job. There is not a single method for motivating team members. Each team member is different, and leaders need to meet the needs of individuals.
- Lead by example: Unmotivated team leaders cannot motivate others.
- Meet with individuals: Communicate with team members directly and discover what motivates them.
- Reward employees: Reward performance and make sure that the rewards align with employee motivations.
- Delegate: Grant responsibility to team members and allow them to perform tasks without interference.
- Inform: Let the team members know how they are making a difference in the organization.
- Celebrate: Observe achievements and celebrate with the team.