Performance Management to Motivate and Increase Productivity
Direct the energy of your employees to be more productive and satisfied with
their work. Creating a motivating working environment can be tricky because not all individuals have the same motivators.
Some people are motivated by their basic needs, rewards that are valuable to them, being recognised as equal to their colleagues and by the consequences of their actions (rewards or benefits.) Others are motivated through needs they learn and acquire throughout their lifetime. These needs are achievement needs, affiliation needs and power needs.
This blog will focus on those employees with a need to achieve and how to establish goals and objectives – through performance management, that motivate them to be productive. Performance management is an ongoing process that directs an individual’s energy to achieve strategic goals.
The fact that you’re reading this probably means you’re a logical, proactive and time-conscious person so we’ve done some digging and found a step-by-step process – featured in Organisational Behaviour – A contemporary South African perspective, for performance management.
First you need to establish your employees’ key result areas, critical success factors, key performance indicators and key performance areas so you and your employee know exactly what performance will be measured against and establish reachable goals.
Step 1: Clarify expectations
Make sure there is mutual understanding between you and your employee on what is expected of you both. The first meeting you have should establish performance objectives. These objectives will serve as a means to measure performance.
Step 2: Plan to facilitate performance
Make it easy for your employee to meet the objectives by helping them achieve by removing barriers that may inhibit performance. Maybe your employee doesn’t have access to resources, credentials, office space, contact details of clients etc.
Step 3: Monitor performance
Your busy schedule would have been what landed you on this blog so constantly watching your employee is out of the question. You can monitor them through phone calls, Skype sessions, daily reports and time sheets. Just make sure you don’t micro manage and enable your employee to find their best method of achieving objectives.
Step 4: Recognise good performance
Remember those motivators we spoke about earlier? Recognition motivates behaviour through positive reinforcement and fulfils an employee’s esteem and affirmation of values needs. Provide rewards that are valuable to the employee and show what positive consequences result from good performance – this could even be an addition 10 minute coffee break during the day, anything to show you’re noticing.
Step 5: Unsatisfactory performance.
Dealing with poor performance is never pleasant but you could be putting your employee and your business at a disadvantage if you don’t. Make sure poor performance isn’t due to a lack of training or clarity of expectations before you take further measures. There are guidelines for dealing with unsatisfactory performance – leave us a comment if you’d like us to feature them.
Regular performance meetings are essential to stay on track. These meetings should be friendly and inviting and comment on the employee’s performance, measure progress, provide feedback, find out how to offer more assistance and set a date for the next meeting.
Hopefully your motivated, achievement-orientated employee will help you and your organisation to be more productive.