Do you have a struggling employee on your payroll? Here are a few solutions for approaching performance management that may help you work through this problem.
First, sit down with the employee and discuss his or her contributions to the company; emphasize how the employee aids in the daily operation of the business. This helps the employee remember that he or she has an important place in the operation. It's easy to forget our own contributions when we do the same work in the same place every day.
Set realistic goals for the employee that, if accomplished, will improve on his or her contributions to the company. Place priority on the tasks that will help the company most in the shortest amount of time, and make sure the employee knows that these goals are the most important.
Next, schedule another meeting after some time has passed to look over the employee's recent work and to see how things have changed. Evaluate aspects of the employee's work such as quality, quantity, timeliness, and the cost-effectiveness of his or her employment. These statistics can be very useful by providing a mathematical barometer of the employee's performance.
Don't do all the talking at this meeting; the employee should also be evaluating his or her own performance. Establish criteria for determining whether the employee is exceeding expectations, meeting expectations, or not meeting expectations.
One way to motivate employees is to award those who consistently exceed expectations. Raises, bonuses, and gift cards are monetary prizes that any employee will work toward, improving his or her performance at the same time.
As the employee realizes that his or her value is increased to the company by keeping up with expectations, he or she will greater understand the impact on the company and will continue to work hard, even without the promise of rewards. This all ties into some fundamental psychology that has been known to drive motivation over the years. It's no exception in the workplace and it's highly recommended if you're looking to get as much mileage out of every one of your employees as you possibly can.
Throughout this whole process, it's important to consider and incorporate the employee's ideas whenever possible. If an employee helps create the plan for improving his or her own performance, he or she will be more likely to view those goals as realistic and strive to meet them, aiding the company in the process. Be sympathetic to their needs and come off as sincere without being overbearing, and you'll be sure to find success in your efforts. Good luck!
Generating a performance management tools for your business? Approach Recruitplus today, an award winning hr advisory, visit here. A social media marketing blog for smes by Scotts digital.First, sit down with the employee and discuss his or her contributions to the company; emphasize how the employee aids in the daily operation of the business. This helps the employee remember that he or she has an important place in the operation. It's easy to forget our own contributions when we do the same work in the same place every day.
Set realistic goals for the employee that, if accomplished, will improve on his or her contributions to the company. Place priority on the tasks that will help the company most in the shortest amount of time, and make sure the employee knows that these goals are the most important.
Next, schedule another meeting after some time has passed to look over the employee's recent work and to see how things have changed. Evaluate aspects of the employee's work such as quality, quantity, timeliness, and the cost-effectiveness of his or her employment. These statistics can be very useful by providing a mathematical barometer of the employee's performance.
Don't do all the talking at this meeting; the employee should also be evaluating his or her own performance. Establish criteria for determining whether the employee is exceeding expectations, meeting expectations, or not meeting expectations.
One way to motivate employees is to award those who consistently exceed expectations. Raises, bonuses, and gift cards are monetary prizes that any employee will work toward, improving his or her performance at the same time.
As the employee realizes that his or her value is increased to the company by keeping up with expectations, he or she will greater understand the impact on the company and will continue to work hard, even without the promise of rewards. This all ties into some fundamental psychology that has been known to drive motivation over the years. It's no exception in the workplace and it's highly recommended if you're looking to get as much mileage out of every one of your employees as you possibly can.
Throughout this whole process, it's important to consider and incorporate the employee's ideas whenever possible. If an employee helps create the plan for improving his or her own performance, he or she will be more likely to view those goals as realistic and strive to meet them, aiding the company in the process. Be sympathetic to their needs and come off as sincere without being overbearing, and you'll be sure to find success in your efforts. Good luck!
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