Why Performance Management (Still) Matters

Among the many ways the pandemic changed the nature of work, performance management processes, procedures and systems are among the most glaring. Managers and team members alike were, for the most part, relieved to take a break from what both groups view as a necessary if unproductive part of organizational life. So relieved in fact that a great number of businesses never reinstated any formal performance review process. As one senior executive told me recently “I talk with my people every day; they know where they stand.” Hmmm.

For high-performing organizations, a robust, comprehensive performance management system is an essential element of their enduring success. They tend to resist the popular temptation to employ simplified, “check the box” systems offered by so many providers, who default to efficiency and simplicity in order to ensure that reviews actually get done. There’s a better way.

The "Dynamic Performance Appraisal Process" is a three-part system designed to gain clarity and confidence in both the manager and their team members. By establishing and agreeing to Job Responsibilities, specific, measurable Goals, and Work-related Behaviors, managers and employees get on the same page and remain focused on what matters most for the team member and for the organization.

Let’s start with Part 1: Specific Job Responsibilities.

Performance management is a critical aspect of organizational success. It involves systematically valuating and improving individual and team performance to align with the company's goals and objectives. Central to effective performance management is the establishment and prioritization of specific job responsibilities, ensuring that employees focus on tasks that have the most significant impact on their performance and the organization's overall success.

To get started, consider the following steps:

• Job Analysis: Conduct a thorough analysis of the job to identify key responsibilities and tasks. Use the job description as a starting point but remember, prioritizing these makes a big difference.
• Identify Critical Tasks: Determine which tasks are most critical to achieving organizational goals and delivering exceptional performance.
• Allocate Resources: Ensure that employees have the necessary resources, tools, and support to accomplish their prioritized responsibilities.
• Set Performance Standards: Establish clear performance standards and expectations for each prioritized responsibility.
• Monitor and Adjust: Continuously monitor employee performance (this is best done quarterly) and make adjustments as needed to adapt to changing organizational needs.

When employees understand which tasks are most important, they can allocate their time and effort more effectively, leading to increased productivity and better performance outcome.

Employees who have clear priorities are more likely to feel engaged and motivated, as they understand how their work contributes to the organization's mission.

Performance management done well, is a vital process that drives organizational success by optimizing employee performance. Performance evaluations become more straightforward when specific job responsibilities are prioritized, making it easier to assess employee performance accurately and fairly.

We’ll take a closer look at Part II: Goal Setting, next time.

To download your complimentary copy of Alexander Joseph & Associates’ "Dynamic Performance Appraisal System," including instructions and worksheets, go to ajstrategy.com/dpa_workbook.

For more information, contact me at joe@ajstrategy.com.

The preceding content was provided by a contributor unaffiliated with Printing Impressions. The views expressed within may not directly reflect the thoughts or opinions of the staff of Printing Impressions.