Employee Performance Management

Learn from the experts about all aspects of managing employee performance, including setting up systems and processes, performance measures, recognition and employee motivation.

  • Top Leadership Perspectives on Performance Management

    by Leslie Allan AIMM MAITD

    How important is your leadership team's support of the performance management system in your organization? Sibson Consulting's 2010 study into the attitudes of human resources professionals towards their appraisal system sheds some interesting light on the value of top level endorsement.

  • Using Performance Appraisals to Enhance Employee Performance

    by Donna Price

    The annual performance appraisal is an opportunity to enhance employee performance and create greater success for the company and the individual. In this article, Donna Price explores how coaching skills can be used in creating a good performance appraisal experience for both the employee and the supervisor and how to keep good performance going throughout the year.

  • Performance Management Survey Votes Down Employee Appraisals

    by Leslie Allan AIMM MAITD

    How effective are organizations at driving superior performance from their employees? If we are to believe human resources professionals, the answer is that our performance management systems are failing to make the grade. This is the sobering conclusion from Sibson Consulting's worldwide survey.

  • Should You Measure Individual People's Performance?

    by Stacey Barr

    Employee performance appraisals have come in for much criticism, and managers continue to have a love-hate relationship with them. What is interesting is that the different schools of thought regarding the measurement of people are tied to very different worldviews, or belief systems. And this affects the success rate of different approaches to performance appraisal in different organisations.

  • Poor Performance Reward and Recognition

    by Chris Herrmann

    The most effective tool in a manager's toolkit for dealing with poor performance is coaching. Not screaming at them from the stands and withholding rewards but working with them down on the pitch to find out what's causing the problem and building their fitness and stamina like the corporate athletes they should be.

  • Process Mapping: The Way to Engaged Employees and Better Business Results

    by Leslie Allan AIMM MAITD

    Mapping your organization's key processes not only makes good business sense. It is a sure-fire method for laying the foundations for a motivated and productive workforce. Leslie Allan shows you how you can use process mapping to engage your employees and why this method works so effectively.

  • Boosting Employee Morale Increases Productivity

    by Neal B. Burgis, Ph.D.

    The question asked by executives and managers – "How can I motivate my employees?" – is sometimes difficult to answer. Since each employee is motivated by a variety of different incentives, you need to find out what is of value for each person. Without doing a lot of research, here are seven ways that you can easily boost your employees' morale.

  • Recognition! What's in a Name?

    by Chris Herrmann

    Remembering a person's name when giving praise is a sure-fire morale booster. In this article, Chris Hermann examines the implications of not knowing your employees personally.

  • Ten Tips for Creating a Terrific Employee Appraisal System

    by Dick Grote

    Face the facts: Creating a new performance appraisal system is a difficult undertaking. It's even more difficult if the organization doesn't have a logical, well-tested, step-by-step process to follow in developing their new procedure.

  • Silver Spoon Recognition

    by Chris Herrmann

    Wooden spoon awards can do more damage than good in raising the performance bar in your organization. Consider instead awarding your most improved employees and watch performance take off.

  • Interesting Types of Recognition

    by Chris Herrmann

    Especially when they are new to the business, people see their position in the company as fragile. They often need signs other than formal appraisals and skills inventories to help them to feel accepted and appreciated.

  • Get Your Performance Appraisal Discussions off to a Good Start

    by Dick Grote

    Too often, participants in performance appraisal meetings seem awkward and uncomfortable. To some extent, that's unavoidable – it's always a bit awkward for one person to deliver a formal assessment of the quality of work performed by another.

  • Seven Tips to Bring You and Your Staff to Their Full Potential

    by Neal B. Burgis, Ph.D.

    Possibly, the greatest untapped resource in any organization lies in its employees. These days, "giving 100 percent" is not enough to get ahead; you need to become more effective in unlocking your staff's potential strengths, creativity, and resourcefulness. Follow these seven tips in bringing the leader and his or her staff to their full potential.

  • Does Recognition Get You in a State?

    by Chris Herrmann

    Like most managers, Brian Reynolds believed that his team had its strengths and its weaknesses. When asked in an employee satisfaction survey "Do you recognize good performance in your team?" he answered with a resounding "Of course I do!" However the following question stumped him. "How frequently do you make a point of recognizing good performance face-to-face?" His answer had to be "Never".

  • Employee Performance Reviews – Dealing with Disagreements

    by Dick Grote

    What do you do when an employee disagrees with something you've written on their performance review? How can you prepare for this and deal with it effectively?

  • Formal Recognition Ceremony Has Its Place

    by Chris Herrmann

    Louise Erdmann felt like Gwyneth Paltrow at the Oscar ceremony. She had only been with her current company for a few months but here she stood, at the Christmas Party, receiving a reward for being the "Best Newcomer of the Year" and fighting back the tears. The awards were partly serious and mostly light-hearted but, for some reason, it meant a lot more than getting a 2+ in your appraisal.

  • Looking to Increase Employee Performance? Motivation Is Critical

    by Dick Grote

    What's an organization to do when all of its honest and genuine efforts to motivate Sally and Sam to come to work on time, work safely, deliver efficient services, and act as if they were happy to be a part of the team, fail? There is no shortage of pop-psych books and motivational speakers who'll tell you a thousand-and-one ways to light a fire in Sam's belly. But what do you do when the fire goes out and none of those thousand-and-one ways seem to work any more?

  • Money in Reward and Recognition Systems

    by Chris Herrmann

    The role of money as a motivator is indisputable if you don't have enough. With bills to pay and mouths to feed, most hunter/gatherers will push themselves to get enough money into the bank account to remove those troublesome worries. However, once the threshold of comfort has been reached and there is a steady flow of money coming from a job that is well understood, can money be used as a further motivator?

  • Industrial Psychology and Recognition

    by Chris Herrmann

    In his job as an accountant, Anthony Stirling felt that the monetary rewards for his job were as good as he could expect. What he found difficult to understand was the feeling of lack of worth that turning up every Monday morning gave him. The office was highly efficient but people very rarely seemed to have time to talk to each other and his boss was a distant figure who barely knew his name.

  • Make Sure You Recognize the Right Performance

    by Chris Herrmann

    Unless an organization's reward and recognition system is well designed, the system is potentially doomed to be a management plaything with no effect on performance and motivation, or it will become an officially sanctioned method to extort money from the business.

  • Reward and Recognition – The Glare Of Publicity

    by Chris Herrmann

    How do you recognize employees in your organization? In this article, the author considers some simple but high profile ways of showing how much you value your workers.

  • Moving the Needle on Employee Engagement and Commitment

    by Regina Barr

    When it comes to employee engagement and commitment to an organization, most companies would agree that they 'have some, want more.' Why? This article offers suggestions to help get you started in moving the needle on employee engagement and commitment.

  • Self Monitoring Systems Are Good for Recognition

    by Chris Herrmann

    Setting up measuring systems to monitor and report performance is not an optional extra. Performance monitoring systems are an essential prerequisite to managing employee performance effectively.

  • Problem Solving/Corrective Action

    by Terence Traut

    This article introduces the problem-solving model as a technique for managing performance issues that are more controversial, or that are not effectively addressed through coaching or feedback.

  • Can a Reward Be a Sin?

    by Chris Herrmann

    In this article, Chris Hermann considers the importance of showing sensitivity to the belief systems of your employees before distributing performance rewards.

  • Does Your Puppy "Wet" On The Floor? – Five Elements to Performance Management

    by Dr. Richard L. Williams

    Through an amusing and illustrative story, Dr. Williams takes us through the five key pre-requisites for a manager to be able to manage the performance of their employees effectively.

  • Recognizing

    by Chris Herrmann

    Sometimes the quiet achievers are up there with the best performers. Are you recognizing those people who get their job done efficiently and without a fuss? Or are you simply listening to those workers that make the most noise?

  • How to Design a Good Incentive Plan

    by Bob Normand

    Incentive plans should not result in arbitrary distributions of money casually decided upon by senior management. Instead, a good incentive plan must be quantified, must be a predictable result to the employee and must be directly related to measurable performance beyond the norm. This differentiates incentive plans from savings or retirement plans.

  • 'Greed Is Good' – Remuneration, Motivation and Organisation

    by Jonathan Palmer

    The 1980's business culture in the USA and internationally put a considerable emphasis on personal reward on the basis that highly motivated individuals could transform organisations and societies. The extreme example in film was Gordon Gekko in Wall Street stating that greed was good. The 90's, however, have seen companies traumatised and bankrupted by the inappropriate use of remuneration as a motivator.

  • Is Negativity Worth Reward and Recognition?

    by Chris Herrmann

    When is it more important to recognize the efforts of an entire team more than any of the individuals in that team? It is important to consider that even within a team you may not only be looking to reward their ability to produce good solutions.

Drop us a line telling us what you think and suggesting subjects that you would like to see covered.

Article submissions may be forwarded to submissions@businessperform.com

Note: Business Performance Pty Ltd actively encourages the sharing of information. However, the opinions expressed in the submissions below are those of the individual authors and do not necessarily reflect the view of Business Performance Pty Ltd.

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