Have you got systems in place for managing staff performance?
An important part of maximising performance in the workplace is through the review, analysis and evaluation of each individual employee or sector. Part of improving performance is being able to recognise and identify strengths and weaknesses within your organisation. Initially, you need to set out performance targets, obligations and guidelines so that people have something to aim for. You may also like to use previously attained benchmarks as a method of motivating your staff. Each employee should also have some form of document such as a position description that contains responsibilities, authority and performance standards. This can be referred to later as a guide to assessing their success in their role, as outlined on the Business Victoria website. Depending on the size and structure of your business, you should perform regular Performance Evaluations. These can be a combination of actual figures and statistics relating to performance, interviews with individual staff members and group discussions. After evaluating performance in relation to your predetermined criteria, you need to be prepared to make changes based on what you have assessed. These changes may include the reassignment of tasks or placing a greater emphasis on one particular area of concern. It may also result in additional training or redefining the employee and business objectives. It may be necessary in some circumstances to address significant underperformance. The employee should have the issue explained to them fully and be given adequate opportunities to turn their situation around. However continued underperformance should carry some consequence, such as remuneration revaluation or even dismissal. This situation is outlined further on the Workforce Development Tasmania website.
This information was provided to HBC by I&I NSW |
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