Competency in performance management is many-sided and tailored to each individual employee and their job role. It involves the planning of personal objectives, the execution of these objectives, keeping track of performance and using regular performance reviews to evaluate progress. While some competencies that are required for implementing successful performance management may come naturally to some, in many cases they need to be learned.
Companies have a variety of options, including training workshops, e-learning, videos, coaching, mentoring and action learning. Highly interactional and engaging learning processes produce the best learning results. Organizations that are applying performance management strategies should invest in these skills. Explaining the processes and tools which will be used for performance management should only be part of the training. The target of training should be on the competencies needed to make performance management a success, which starts with motivating and training managers. In this article, we are going to discuss the competencies in performance management.
Competencies in Performance Management –
Competencies in performance management that all supervisors should develop and demonstrate include:
- Understanding and Vision – For every successful performance management strategy is a team that understands its value and agrees to the process. It is mandatory to educate managers and employees on the benefits of performance management and provide them with evidence of how it will bring positive results, such as raising productivity and improving work- life balance. Let them participate in the discussion of the organization’s goals and what the success measures for performance management should be. Unclear plans or ideas which don’t have actionable targets are seldom achieved. Planning in a thorough and practical way will give employees a clear direction to work on their objectives and reach the final goal.
- Feedback Effectively – A major drawback of several performance management schemes is that timely feedback isn’t given. Managers tend to make a note and collect all of their feedback into performance reviews. However, by that time feedback can lose its relevance and discourage employees. Giving feedback is another competency in performance management, which should give immediately after a situation has occurred, be it a negative or positive one. It is better to coach employees, regularly working on making improvements to ways of working. Giving feedback in the right way isn’t easy. It means enlightening and suggesting improvements to employees regarding their performance. Managers need special training on approaches to giving feedback and how to coach employees to see improvements in performance management.
- Coaching and Mentoring Employees – Coaching is an important part of managing staff performance so individuals can learn how things could have been achieved more effectively. This allows them to evaluate their own performance and helps them consider other possible approaches in future. Using their coaching skills, supervisors evaluate the needs of their employees and help them gain necessary skills through training. If a person is doing well, motivate them to continue performing to that standard. Positive feedback will make them feel good, giving them a sense of attainment and inspiring them to continue working hard. On the other hand, if a person is performing ineffectively and they are not likely to improve, in that case constructive feedback helps them to deal with problems or challenges and become more effective. A mentor’s role is that of someone who has done it previously so they use their own personal experience to meet the same objectives.
- Ability to Look Forward, Not Backwards – When it comes to performance evaluation, the focus should be on what can be achieved by moving forward. Managers should not consider past achievements or problems. Criticism won’t help employees to gain better outcomes in the future. Therefore, discuss difficulties and alternative ways to deal with them in the future.
- Communicative and Open to Discussion – Performance management strategies have often been criticized for being too difficult. Some meetings have no advantage and are just organized to get the paperwork done. Managers who are committed to successful performance management can hold regular meetings with employees making them share their ideas, focusing on discussing progress, priorities or any issues. Keeping channels of communication open in this way and giving employees an opportunity to speak privately with their manager will make them feel more comfortable. Maintaining healthy communications with each employee not only requires good skills, but it also includes the ability to establish good working relationships. Establishing a healthy environment promotes the sharing of ideas, and employee involvement in decision making processes.
- Goal Setting – Without setting goals effectively, you cannot manage a performance since it’s not possible to measure achievements. Setting goals lays stress on employee efforts. When it is done properly, employees work to achieve those goals. When goal setting is done poorly, work does not develop as desired.
- Delegation – This can be a very effective way to develop staff performance. Even if it isn’t carried out perfectly, with the right feedback and coaching it can be a very effective management tool.
- Assertiveness – Despite their senior position, many managers are unable to be genuinely confident. They are either unable to ask for what they want without violating the rights of their people. Competencies in performance management ensure the accomplishment of organization’s objectives through communication with the subordinates.
- Listening and Questioning – When you are listening to someone, try to focus on their perspective and get to the bottom of any problems. This focuses on addressing the causes of issues, rather than failed objectives.
- Time Management - A person who isn’t managing his time effectively, and thus unable to meet their objectives, may need help to understand how they can manage their time better. You can help your employees by helping them with things like task arrangement.
- Motivation – Motivation is necessary in case of poor performance and it is clearly a major factor in levels of performance. A manager should be able to motivate his employees.
- Recognizing – Effectively recognizing employees is another competency in performance management. Being able to sincerely recognize a work well done is very important for strengthening employees’ responsibility to do their best. Managers should be skilled enough to appreciate their employees in staff meetings.
In the past, performance management was an yearly event and practiced only at an external level. Nowadays, focusing on performance management is essential to improving business results. When employees review goals more frequently, there is a greater possibility of showing financial performance. They are also more likely to reduce their costs. Competencies in performance management are very important for success. Developing skills in performance management is a wise investment for organizations that will help them achieve their strategic goals.
Competencies in performance management are evident, moderate patterns of skills that an individuals require to perform work roles successfully. Organizations will benefit tremendously if they invest in developing these skills in their supervisors and team leaders. These competencies should form the basis for their training and development. A skilled and well-informed workforce is important for a company’s success. Improving competencies helps an organization to remain flexible and ambitious, thus helping in increased productivity and greater revenue. This can easily be achieved by giving extra time and attention at low cost. Improving employee competencies is an opportunity every employer should adopt.