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Three Successful Ways to Manage Employee Performance

Wednesday, April 22, 2015

Athletic track lanes
Most of us know how crucial it is for businesses to manage employee performance, and it's not just about hitting targets and meeting objectives. Better performing employees are generally more satisfied in their role, which leads to greater staff retention, higher customer satisfaction and a better reputation as an employer.

Do Employees Value Career Development Above Pay Rises?

Wednesday, February 18, 2015

Career development over pay rises
As the economy continues to improve, employees are becoming more confident about moving from one company to another. As a result, organizations will need to focus on retaining staff if they want to avoid a spike in employee turnover over the coming year. While employees can be enticed by attractive salaries offered by competitors, companies have to look at their total reward package if they are to retain top talent. Employees place a high value on non-tangible benefits, such as career progression opportunities and job satisfaction. These non-tangible benefits can encourage your top talent to remain with you rather than explore opportunities elsewhere.

Motivating Each of Your Employees

Thursday, December 4, 2014

Good Job
When it comes to managing employee performance, the ability to motivate employees is a key skill. However, motivating employees is a complicated business. Different people are motivated by different things. For some of your employees, the desire to do the best possible job will be enough to motivate them. Others will need to be given added incentives, such as bonuses or rewards, to encourage them to perform to the best of their ability. As a manager, it is important to realize that one size does not fit all when it comes to motivation. Understanding what makes different team members tick can be the difference between retaining motivated staff and losing them to a competitor.
Employee Performance Management Systems and Motivation
When it comes to finding out what motivates your employees, don't shy away from asking them. It may sound daunting to find out what motivates each of your employees.
"What motivates you?" may be too difficult a question for employees to answer. Instead, consider asking a question such as "what would make you feel more valued in the workplace?" or "how would you like me to recognize your performance when you achieve your targets?" The answer will help you to understand whether the employee is motivated by performing well in their job (intrinsically motivated) or motivated by recognition and rewards (extrinsically motivated).
Keep performance reviews short and frequent. If you do that, the performance review can be the perfect excuse to discuss about about motivation, recognition, goals and purpose.

Intrinsically Motivated Employees
Employees who are motivated by intrinsic factors are most likely to perform well when they receive feedback that confirms they are doing a good job. They will become frustrated by barriers that prevent them completing tasks to the best of their ability. Positive feedback can form part of the employee performance management process for intrinsically motivated employees.
In his book, "Happiness By Design," Paul Dolan, professor of behavioral science at the London School of Economics, suggests that happiness comes not just from activities that give us pleasure. Happiness can also result from having a sense of purpose. The feelings of fulfillment that come from achieving goals can be a reward in themselves for some employees.
For such employees, monetary rewards offer little incentive. They can be easily minimized and forgotten by employees who do not place much store by such extrinsic motivators.
Extrinsically Motivated Employees
Conversely, you may have employees within your team who are motivated by extrinsic factors. Bonus payments and tangible rewards may help to keep these employees focused on achieving their targets.
Some employees provide extremely generous benefits over and above the basic salary to motivate their employees and encourage them to work hard. Large technology companies, such as Google and Facebook, provide employees with access to free food and drink in the canteens. Companies argue that access to food and drink contributes to employee well-being. Perks like these not only save employees time and money, they also encourage them to spend more time at work, thereby increasing productivity.
The downside of providing added extras such as food and drink on a regular basis is that it quickly becomes the norm. When this happens, the motivational effect can be reduced. To maintain their impact, it may be better to reserve such rewards for periods of good performance or the end of a specific project. Employees can then see the link between performance and rewards, leading to increased motivation.

Implement a simple performance management process and motivate employees through fair and constructive feedback. See how Primalogik 360 can help. Give it a try today!

Image courtesy of Steven Depolo 

Building Recognition into Your Employee Performance Management Process

Friday, November 21, 2014

employee satisfaction
Increase employee satisfaction
Employees are more productive and have a higher level of job satisfaction if they feel that the work they do is recognized and valued. However, in a busy work environment, managers can sometimes forget to take time out to praise and thank employees for their contribution to business goals and targets. By building recognition into your employee performance management process, you can support managers to give positive feedback to employees and recognize their hard work.

How Technology Can Support Employee Performance Reviews

Friday, November 7, 2014

Employee performance reviews in 3 simple steps
Simple performance review process
Most human resources (HR) practitioners understand the value of spending time undertaking formal employee performance reviews on an annual basis. However, HR teams often face resistance from both managers and employees when it is time for the next round of employee performance reviews. Complex processes, lengthy forms, and the potential for unfairness in the allocation of performance ratings can all undermine traditional performance review systems. Fortunately, there are technological solutions that can address these issues, enhancing the credibility of employee reviews.

Turning 360-degree feedback into a realistic action plan

Thursday, October 30, 2014

Many companies find it useful to include 360-degree feedback in their employee performance management process. Employees have the opportunity to learn and improve based on constructive feedback from managers, peers and direct reports. Businesses can boost their bottom line through improved performance by employees. However, these benefits are only achieved if the employees involved take action based on the feedback they receive.

Many employees find it difficult to turn 360-degree feedback into realistic action plans. They may find the volume of feedback overwhelming or be uncertain how to deal with conflicting or negative feedback. You can help your employees to develop action plans using 360-degree feedback by following a few simple steps.

Keep employee performance reviews short and frequent

Thursday, October 23, 2014

At most companies, the annual appraisal has become a central feature of the employee performance management process. A manager will call his direct reports into his office one by one and provide feedback at a fixed point in the year, usually determined by Human Resources.
However, conducting an employee performance appraisal once a year means that many aspects of an individual's work or behaviors may be forgotten about. Alternatively, the feedback may be so old it has become irrelevant. The project that was delivered ahead of schedule 11 months before the review may have fallen off the radar by the time the performance review comes around. On the other hand, feedback on how an employee can improve his communication skills may be too late if it is delivered 10 months after the issue has come to light.

Four golden rules for delivering feedback to employees

Friday, October 10, 2014

Telling someone they aren't as good at their job as they think they are can be awkward. Giving feedback can be uncomfortable for both parties, especially if it's not all positive, yet it's important to get it right for so many reasons. What manager wouldn't want a simple strategy to enable staff to improve their performance, assess them for bonuses, resolve problems or, most importantly, maintaining a good working relationship for the future.

So how can you do it effectively? Following these golden rules will allow both sides to get the most out of the process.