Performance Management is a holistic system that helps to improve employees' performance and eventually improve the overall performance and profitability of an organisation.
"What is not managed cannot grow; what does not grow remains stagnant or dies. "…Dr Enahoro Okhae. After all is said and done, the performance management system of an organisation houses everything the organisation requires to succeed. Between strategy and execution, there are several touch points that determine the overall result.
At Pause Factory, we sustain expertise to establish and maintain a potent performance management system which ultimately will lead to improved performance and profitability for your organisation.
Area of Expertise
In today's dynamic business landscape, optimising organisational performance is paramount for sustained success. At the heart of this endeavour lies effective performance management, a multifaceted discipline that encompasses strategic planning, goal setting, feedback mechanisms, and continuous improvement initiatives. Our service offering in performance management is designed to equip organisations with the tools, strategies, and insights necessary to unleash the full potential of their workforce, drive operational excellence, and achieve their strategic objectives. Whether it's implementing robust performance appraisal systems, designing competency frameworks, or fostering a culture of accountability and continuous learning, our expertise empowers organisations to thrive in an ever-evolving marketplace.
- Performance Planning
- Performance Monitoring
- Performance Measurement (Appraisal)
Phases of Performance Management
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Performance Planning
A process of identifying what an employee's core task is, which will be measured. It is a combination of tasks identified from the (a) job description and (b) Key Performance Indicators cascaded balanced scorecard (in order to ensure that the employee’s daily task identified is aligned to the organisational strategy.
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Performance Monitoring
Usually vague but absolutely necessary, performance monitoring involves the establishment of a process that would help managers ensure that they do not abdicate duties but balance their follow-up in a way that would not be defined as micro-managing. Some strategies to effectively monitor performance include:
Observation.
Watch.
Interim Reports.
Plan to receive periodic reports from associates, which will help guide against unpleasant surprises as errors and discrepancies will be quickly identified and corrective measures deployed to forestall underperformance.
Self-Monitoring Tools.
Establish a process that will help associates do their checks themselves. For example, a Checklist, Periodic Reports and Project Plan. -
Performance Measurement (Appraisal)
Performance Measurement is usually mistaken for Performance Management which is wrong. Performance Measurement also known as Performance Appraisal is only a part of performance management.
Performance Measurement involves the comparison of the actual performance against the key performance indicators (KPI) set at the performance planning stage. This helps employee to recognize their level of performance, identify areas requiring improvements and work towards the improvement of their performance.
Challenges with Performance Measurement
The biggest challenge of Performance Measurement (Appraisal) is that a lot of organisations hold appraisal once in 6 months or once in a year; at this time, the damage has been done already, there was scarcely time for intentional, pragmatic corrective actions, and the measurement being made becomes subjective because the performance of months ago is most likely forgotten. Superiors would focus on the performance of the recent past in appraising their subordinates.
The goal of performance management is to eventually improve the performance of employees. Unfortunately, many use performance measurement systems to witch hunt colleagues and do not use them for strategic decision-making.