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Top Performance Management Tips

Top Performance Management Tips

Any business without performance metrics is either lucky or going out of business shortly. These are the tough simple facts and why Key Performance Indicators (KPI's) are so prevalent across the business arena. Here I provide some key take away tips to ensure your metrics and KPI's get that extra boost in performance potential. Hold onto your seat as this may be a rocky ride.

  1. Align personal objectives and values to business objectives and values
  2. Feedback is delayed to the end of the day, week, month or performance review
  3. Seek customer recognition into your metrics
  4. Management being accountable and invested in results
  5. Relevant skills training for the goals and objectives
  6. Defining clear goals at personal and team levels
  7. Making clear measurement methods known to stakeholders

According to the IBM owned business Kenexa the figures behind each point above text point is significant and JAMSO supports their findings see our below break down on each point below.

Call to action in action points

I have included Action Points at each step so you can use this article for a performance management KPI review within your business as part of an improvement audit process for your business systems. Feel free to share the content and adapt to your own industry or contact me for a more specific company level specific solution.

Alignment of Values and Goals:

A recent Bersin study showed only 33% of employees is engaged at their job and workplace. Here is possibly the largest area to make a swift performance enhancement with the lowest cost invested and time needed by employee and company. It is possible to on average boost this figure to middle high 60% figures from a simple exercise.

Action Point

·         List the team, department, organization, corporate values and goals

·         Allow a personal unshared list of employee values and goals to be also studied by each employee so they can identify their own common goals and values.

Human and organizational elements interact.

Human and organizational elements interact.

Feedback

How does anyone know they are doing something wrong? We either discover too late by ourselves or we are told by others. The impact of delay in feedback to staff from co-workers and leaders effects performance. By providing rapid ongoing feedback it is possible to boost engagement performance up to an average of 73%.

Action Point

·         Create session or daily debrief sessions within the work day structure

·         Take an open an instant feedback management style with staff to address positive and development performance areas.

Another happy customer served

Another happy customer served

Customer Recognition

Encourage an open culture for customer feedback. The warehouse team will appreciate knowing that the company has received positive feedback from a client. This brings the staff closer to their served market and establishes an emotion and pride in their work.

Action Point

·         Personalize the customer where possible from a customer company brand to actual person level

·         Create common targets to increase customer recognition through delight and surveys

Personal accountability

Accountability

Gaining managers and leaders to become accountable and responsible for relevant metrics sounds obvious and generates a positive engagement success of over 81%. There are many companies that still need to be more explicit in generating the correct rewards systems to encourage the ownership of metrics.

Action Point

·         Incentives and rewards for metrics helps develop the culture of management and employee willingness to accept responsibility for metrics

·         Lead by example from the top! The CEO and board need to highlight the metric areas they hold themselves accountable to, this performance management culture then cascades through the business.

Pyramid of skills

Training

Development of staff with the most relevant and high value hitting skills provides benefits of up to 73% improvement of engagement. The key area for training is not training for training sake for training that is performance and skills output relevant and measurable for the business.

Action Point

·         What are the Top 3 skills needed by staff to improve skills that are aligned with business goals?

·         Create the time and budget windows to ensure on-going  high value training occurs

campaign goal

Clear goals

A lofty “satisfied customer” metric means less to the warehouse staff than a metric that states “0% damaged goods shipped in March”. It is important that large goals are split down to specific individual level behavior metrics. This clarity is important for staff to understand their own influence and relevance in the broader business objects and goals.

Action Point

·         Take a KPI review and ensure goals are SMARTER (see my prior article)

·         Encourage an open discussion between team members to outline their clear goals to each other

Systems and methods of suitable measures

Systems and methods of suitable measures

Methods of Measurement

A frequently over looked area of performance management is clarity between management and employees of the measurement system applied to the KPI metric. Through understanding the details of sample relevancy, time scales, standards, frequency of checks there becomes a deeper understanding from both sides of each-others needs and resources required.

Action Point

·         Ask each employee to document how they measure their performance and share with their leader.

·         Ensure periodic review of best practice and methods are applied to the measurement system

The pleasure of writing this article is in the knowledge that some elements apply to virtually every business today. There will be in some companies many metrics that require the attention I have raised and in the class leading global levels of excellence only a few examples that need change. The expectation from a performance management culture is not to micro manage actions but to create the correct desired behaviors,  mind-set, skills and process steps to improve.

Competitive edge, profit, market share are supported through highly engage staff and solid metrics. Consistency is a key for success so be vigilant with the tips I have provided and share this with your co-workers and leadership to open a discussion and make the positive changes in your business.

What are your experiences and challenges with KPI’s, metrics and improving employee engagement? I would love to hear from you and am willing to share more action points and tips if you contact me directly.

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Further Reading and Reference by JAMSO:

Slideshare on SMARTER goals

5 reasons to keep your goals

Balanced Score Card and KPI improvements

8 Key elements for great KPI's