How driving performance can benefit your business

Are you looking to drive performance within your business?

One of the benefits of developing an employee led performance culture in your organisation, is that it encourages staff to understand their value and enables them to support the business to achieve it’s overall goals and objectives.

When individuals set their personal development goals, they are more likely to want to ‘own them’ and therefore they are more likely to achieve or even exceeded them. This increase in ability to contribute to the success of the organisation can result in increased productivity.

How to achieve this is set out below:

Planning

The planning stage outlines what should be achieved and to what standard the performance and competencies must be reached.

Employees will create their own objectives as part of the development plan.  The manager will review the performance and development objectives and then agree the objectives with the employee.

It is fundamental to agree a time scale so that the individual is aware of when the objectives should be met.

Monitoring 

The employee’s progress is reviewed at one-on-one meetings. These meetings allow you to offer assistance and to identify any support or tools needed so they can meet the objectives.

The monitoring stage identifies how the employee is doing and what could be improved, it also gives the opportunity to review the development plan to see if anything needs changing or updating.

It is important to meet regularly to review progress and to provide feedback.  If there are issues which might be affecting the achievement of the objectives this could also be identified and addressed during these meetings.  Once again it should be the employee leading the discussion, so encourage them to book the meetings, prepare in advance and lead the sessions.

Review

At the end of a set period, say 3, 6, 12 months, the individual will carry out a self-assessment as a means to reflect on their achievements.  They should also reflect on areas that haven’t been achieved or partially achieved and the circumstances which might have impacted performance or professional development.

As part of this two-way process, the manager would also review the employee’s performance and provide feedback.

Whilst similar in many respects to what we might consider a ‘traditional’ approach, this employee led process increases engagement and the likelihood of a productive, supportive and achievement-led outcome.

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