Performance Management that Actually Works in Five Simple Steps

October 31, 2013


As People prepares to launch its brand new Performance feature – a feature designed to help you tackle Performance Management more effectively in a way that actually work – we thought we’d raise the question: What is ‘Performance Management’ to you?

Is it:

  1. A way of helping individual employees to achieve their maximum potential?
  2. Another unnecessary pile of paperwork?
  3. A good way of intimidating employees into trying harder?
  4. Just a fancy way of saying “you’re about to get the sack”?

Unfortunately, the term Performance Management has a bit of a negative stigma attached to it. Many HR professionals see it as just another box to tick, and many employees see it as the interlude to a ‘good old telling off’ (or worse).

But if your answer to the above question was (1), then you’ll be very happy to know that effective Performance Management can be achieved using just 5 simple ingredients.

1. Don’t Squeeze an Empty Lemon

Knowing where to invest your time and resources is key. Would you spend a full day trying to squeeze another 1% out of your top performer? Maybe, maybe not. But I think you’d agree that you’d get better results by helping a struggling member of staff get back into top shape.

People’s new Performance feature shows you who’s flying ahead, and who might need support – letting you stop wasting time squeezing empty lemons.

2. Power from Peers

It’s one thing looking at charts, spreadsheets and numbers. But the best way to get an accurate picture of how an employee is performing, is by gathering feedback from their peers. For example, the figures tell you that Sarah from the Sales Department is hitting 10% less than everybody else is. However, what the figures do nottell you, is that her infectious personality and can-do attitude at work actually increase the entire department’s average by 5%.

People’s new Performance feature lets both your managers and employees leave feedback, comments and ratings for colleagues, helping you see what value they really provide your workplace.

3.      Less Reprimand, More Reward

No matter how tempting it is to tackle poor performance with a healthy dose of wrist slapping, it is far more effective to encourage great performance with something positive. And it doesn’t even need to be anything expensive, either – most employees would likely agree that see simply knowing they’ve done a good job and getting a bit of praise trumps a bag of Haribo any day.

People’s new Performance feature lets employees ‘thank’ hard work and reward one another with badges, helping motivate great performance and improving your workplace culture.

Competition is Healthy

It isn’t just Sales Departments that benefit from league tables and leader boards – if you can find a way to score employees against each other based on their workplace merits, you’ll soon see that healthy competition will actually raise the overall results of your workforce.

People’s new Performance feature uses colourful leader boards and league tables to let your staff see how they’re doing compared to their team, their department or even the whole company.

4.      Track Results

Finally, it’s no managing performance if you’re not going to track the results. Tracking the results lets you see what’s working and what’s not, so you can inject more of the good and less of the bad.

People’s new Performance feature tracks results and shows you how performance has changed over the last week, month or even year.

Jump in here to see what People’s ambitious HR software can do for you, your business and the motivation levels of all your employees.

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