Performance management: Elevate your team's performance
Without follow-up, no development – a classic lesson in the HR context. Many companies are good at continuously following up and developing employee performance. Just as many have difficulty finding the right process to follow. Because when it comes to performance management and measuring development, a stable process is required. How else will you be able to compare the results?
In this post, we dive deep into how an effective and sustainable performance management process can be built up in practice.
SMART goals and clear expectations
Performance management starts with clearly defining the goals and expectations that the organization has for its employees, and how they relate to the company's overall development. For this to be useful, goals should be Specific, Measurable, Achievable, Relevant and Time Bound (SMART). Working with and against goals makes it easy for both employees and management to understand what is expected and how success will be measured.
Regular development and follow-up meetings
The next step is to make regular development and follow-up calls a matter of course. Think of it as a continuous cycle that just keeps going. During the talks, employees and managers can meet to discuss progress, challenges and development needs. In the beginning, the conversations may contain more basic elements – such as employee interviews and goal-setting interviews – and then gradually include more advanced elements such as salary and 360 reviews.
Feedback and 360 review
To give employees a more comprehensive picture of their performance, 360 review can be a valuable tool. It's a comprehensive assessment method that involves collecting feedback on an employee's performance from multiple areas of the company – for example, from colleagues, managers and management. 360 reviews provide a broader view of each individual's performance and behaviour, which can facilitate follow-up and create better conditions for personal development.
Development plans and competence development
Based on the feedback that is collected, the next step is to draw up individual development plans. This step in the process focuses on strengthening employees' skills and addressing any development needs. Competence development can include everything from internal training to external courses and mentoring programs.
Follow-up and adjustment
Performance management is a dynamic process that requires regular follow-up and adjustment. Above all, it is important to continuously evaluate and adapt the development plans and the structure of the conversations based on the changing needs of the company and the employees. This is how you ensure that the process remains relevant and contributes to the joint growth and development of the company and the employees.
Step-by-step implementation with Hailey
We recommend implementing the performance management process in your company step by step. This approach ensures that everyone is on board and engaged throughout the journey. For example, you can begin by introducing basic development conversations. As your employees become comfortable, you can gradually incorporate additional elements into the process.
With a clear performance management process, you can build a culture that values continuous development and high performance, while respecting each individual's needs.
