4 Sep, 2014
This article is written by Clearview Systems Limited, a company with whom ISO Quality Services Ltd have built up a close and successful relationship within recent years. Clearview Systems Ltd are a company based in Worcester which specialises in strategy planning and execution, performance management, business intelligence and customer engagement. For further information about them, please click here.
Good people and performance management processes play an essential part in fostering employee engagement, motivating and empowering staff and raising morale. Not only do these processes help to support people in achieving their personal development goals, but they also play a vital role in ensuring personal goals are linked to, and contributing to, the organisation’s strategy and hence the achievement of company-wide objectives. Development of individuals, aligned to team and organisational improvement, will result in a continuously evolving and improving business.
Performance management should no longer be seen as a once a year activity, but should be a continuous process ensuring people know the expectations that are required of them; the areas in which they are performing well, and the areas where they need to develop. Not only should tangible targets be set, but also behavioural targets – it’s important that employees understand not only what is expected of them, but the way in which they should achieve this. The inclusion of behavioural measures is becoming a de-facto standard when developing performance management systems, and enhancing this by incorporating 360 degree feedback for employees can bring added benefits. Getting a rounded view of an employee by incorporating views from peers, direct reports and customers will aid evaluation and help identify areas for development, as well as fostering good practice, promoting good working relationships and significantly enhancing the outcomes from the overall process.
However, quite often the process itself can become bound up in bureaucracy, and is often unattractive to the individual. The result is an inefficient paper-shuffling exercise that can be both time-consuming, and resented, leading to poor completion rates and an inconsistency in approach.
Using specialised performance software can significantly aid people management by making the process not only simpler to follow but also by automating certain aspects – for example prompting by email when actions are required. The time and effort required in people management, and collation of the outputs, is greatly reduced. Data can be analysed effectively and efficiently and used to help develop both individuals, and the organisation, in a timely and responsive way.
Tracking both the process itself, and the results, become much easier. Having visual feedback, in the form of traffic lights and graphs, is extremely helpful in ensuring both a consistency in, and adherence to, process application. People management becomes transparent across an organisation, a fairness of approach can be promoted and achieved, and the business will ultimately benefit.
If you would like to find out more, then come along to our breakfast meeting at 8am on the 15th October at Worcestershire County Cricket Ground. You can hear from a human resource expert on best practice for performance review processes, discover how one organisation implemented a 360 degree feedback process, and how a local SME transformed their approach to performance reviews. Let us know you’ll be there by emailing us at firstname.lastname@example.org or alternatively please contact Nicky directly on 01905 679810 or by email email@example.com.
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