At ECG, we believe before managing performance, the desired and needed performance of a particular position, person or team needs to be defined, communicated and measured. In order to measure performance a baseline of outcomes need to be defined. What is expected of the position in terms of deliverables which have to be moderated by other factors which could impact a colleague’s level of performance? These factors could include:
We must also ensure that the employee is aware and buys into the needed results and goals to be measured. The measurement should be expressed in SMART terms:
A manager needs to be prepared, versed and comfortable in developing the position’s objectives, goals and outputs; communicating these expectations, measuring them and providing feedback about them to the person or team being reviewed. More details regarding a manager’s readiness can be found in the Leadership Development section on the ECG website.
We believe that a performance review provides valuable information to the colleague and allows them to the better understand their current performance, relative to the expectations. Also, it provides information which allows the employees to further develop their knowledge, skills and abilities (KSAs).
ECG can assist you in developing a customized Performance Appraisal Review programs that measures the key drivers of organizational performance, profit and employee engagement. We include the Goal Setting process which includes individual, team and company-wide results which are congruent with desired goal achievement with appropriate rewards for performance of results.