Anyone responsible for managing others will attest that this can be one of the most challenging aspects of a supervisor’s job. However, when done strategically and with a clear purpose, it can be a positive and even rewarding experience for both parties. Understanding some simple performance management tactics can help. When talking to managers, try to help them understand that managing people and running performance reviews should be part of the way things are done and rooted in the culture of the organization.

Choose the right people

Choosing the right people to join your company can create a good team culture and improve employee performance.

Consider the following when making your next hire:

Is this person passionate, and do they share the same vision for the business as you?

Does this person have the right skills for your job?

Have you done an extensive reference check or even looked at social media?

Many companies focus solely on hiring people with the right qualifications, but just because they have the right skills doesn’t mean they’re the right people to hire. That is why visiting sites such as ayp-group.com/eor-solutions is a good idea. They will help you hire new people even if they are from another country (based on that country’s payment rate), all under local legal requirements. By putting more time and effort into the hiring process, you eliminate any potential risk of hiring the wrong employee or someone potentially disrupting your business.

Set clear expectations

One of the most important steps in performance management is setting employee expectations. Employees need clear direction about their responsibilities and a clear understanding of what is expected of them.

There are different ways to do it:

The first is to create a detailed job description that aligns with departmental goals and supports the overall strategy and goals of the organization.

The job description should define very specific responsibilities, duties, and accompanying smart goals. 

Open communication

Clearly communicating your expectations for employee responsibilities can help your team make decisions and work together toward company goals. Your team can focus on their task, knowing exactly what they need. You can get insights on how to improve your business. Think about how you can involve your employees in decision-making whenever possible and hold them accountable for tasks.

Measure staff performance 

As a manager, you should avoid:

Micromanagement – constantly telling employees how to do their jobs and tackle each little thing. This not only adds stress and pressure to their lives but to yours as well. You’ve hired people to do the work, so trust them to do it without micromanaging them.

Consistent positive/negative feedback – Too much of anything is not good. If you give too much positive feedback, employees can become overconfident and start slacking off. Constantly negative comments aren’t good either, as they can start to make you feel self-conscious and unmotivated. Create a good balance by holding monthly meetings to review their performance, praise them, and discuss how they can improve at the same time.

Lack of privacy – Do you keep an eye on your employees for everything they do? Employees under constant supervision will develop feelings of fear and resentment. You have to show your employees that you trust them and respect their privacy.

When it comes to measuring employee performance, make sure to set predefined goals that they must achieve on a monthly or quarterly basis. Communicate this to them so they know what needs to be achieved and the steps to get there. Check in on their progress, re-adjust goals as needed, and provide assistance with anything they may be struggling with. 

Reward hard work

Everyone loves to be rewarded, especially when they have accomplished an exceptional job. If you see someone excelling or working hard, give them a little bonus, a small prize, or even voice recognition.

Do it in front of the whole group because it will make the recipient feel good and show others that hard work pays off, indirectly motivating them.

Many companies use reward systems on a regular basis, like employee of the month, employee monthly outings, special benefits, and more.

Be an example

As a manager, your employees will admire you for your manners. If you’re late, your employees will start to think it’s okay to be late. If you treat your employees badly, others will think it’s okay to treat their co-workers the same way. If you start slacking off, your employees will think it’s okay to do so.

To get your employees to behave the way you expect them to, try to be that ideal employee yourself. Especially when you are in front of your team, you must set a clear example.

Your team consists of different people with different personalities, strengths, weaknesses, and ideas. For this reason, never use the same approach to motivating or managing people.

One of your employees may do well under great pressure and tight deadlines, while another of your employees may not. Understand this and treat people as individuals. Try to personalize your approach to each person based on their needs.