Sunday, January 24, 2010

Performance Management

The appraisal of one’s performance spread over a stipulated period of time is necessary for personal growth, development and ensure continued efficiency level in order to obtain optimum and desired output. Normally, performance appraisal is taken as a negative sign by everyone down the chain for it means hawks following everyone all the time on every corner. But everyone should also understand that the investors have huge resources, both monetary and material, at stake and anyone performing below a given standard can have a negative effect on the entire system.

The performance management therefore includes planning work, setting goals, and review performances, development of individual skills through training and advanced courses. And this goes without saying that everything should be followed by rewards, especially monetary benefits, for those faring well than others.    

To start with, the planning should be elaborate and in details with short and mid term goals. Besides, the workers’ interests and expectations after a hard days work should also be given due weightage as normally such aspects are left unattended, which cause dissatisfaction in employees. 

The performance management must also cater for reward and punishment system embodied in the planning stage. Rewards all those who fare better, but there be ways and means elaborated for those who remain far from reaching the finish line by not putting their heart and soul. That is to say that clear battle lines are drawn right from the outset, so that everyone is aware of the consequences. 

Regular appraisal of one’s work performance must be communicated periodically rather than waiting for the year to end and explode the bombshell of one’s inefficiency. If done periodically, a person has the time and chance to improve and better one’s behaviour. It may be remembered that a person is not all nonsense the year round – so don’t criticize only. While apprising an individual of his weaknesses, also first tell him his good points or strengths. This will elevate his nerves to listen to the bad news, which may help him to make amends utilizing his pluses.

All along, the main aim of performance management should be the personal growth of an individual. While on job training provides adequate know how, small cadres or courses may be offered in periods of low activity to improve oneself. Sometimes it is useful to appoint mentors from within with the weak guys so that they are coached and watched closely. 

And last of all, rewards are the best ways to motivate and to keep the present level of motivation intact. Rewards in the form of monetary benefits are always force multiplier. But for some a verbal praise or a fillip on the shoulder in the everyone also works well, though short lived. The psyche of the workers and team should always be kept in mind – all people cannot be made to work more or be more efficient just by raising their pay and making them donkeys. A balance has to strike between monetary and verbal rewards and praises.

And finally the catch point is always focus on an individual’s positive points in front of everyone followed by real and tangible rewards and politely informing him of his weak ones in person so that he is not embarrassed. Such approach would also make him realize his mistakes objectively and he would respect the person more for not embarrassing him in public.


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