15 management practices that promote a positive return performance

If effectively manage employee performance, you should do more than issue a performance evaluation or to conduct discussions on the required performance. It should be the creation of an environment that encourages employees to willingly and continuously give you their best performance on an ongoing basis. But how do you create this kind of environment?

Here are 15 practical to start with:

1. Provide information on your organization's practices and procedures. Ensure that employees understand the rules "written" and "unwritten".

2. Provide information on the programs of your organization and promotion processes, learning and development. Ensure that employees have a clear and realistic about what it takes to succeed and excel in your organization.

3. Share your organization's mission, vision, and / or values ​​statements. Tell employees how they help organizations succeed in these areas.

4. Share your organization's strategic goals and objectives of the group. Report the employee objectives to the achievement of strategic goals and group.

5. Provide clear expectations of performance. Let employees know what to expect, as we expect, and WHY 'is expected.

6. Provide timely and adequate training on new jobs and activities. Ensure that employees receive the necessary instructions and materials to make new work.

7. Provide timely and appropriate information on daily activities, assignments, both general and major projects. Ensure that employees receive the necessary instructions and materials to do their current job.

8. Provide timely and specific feedback on performance unsatisfactory. Tell employees what went wrong and what they must do well.

9. Adoption of appropriate and timely measures to help employees improve unsatisfactory performance. Provide training or other institution of performance-improvement strategies.

10. Reinforce the positive benefits. Give timely and specific feedback when employees meet or exceed expectations.

11. Provide opportunities for employees to improve their knowledge, learn new jobs, and expand their capabilities. Encourage participation in formal classroom or other types of development activities.

12. Eliminate workflow factors that have a negative impact on positive performance. Consider things like how the work is received, how the work is distributed, how the work is reviewed, and how the work is approved.

13. Eliminate the factors that have a material negative impact on positive performance. Consider things such as equipment operation, availability of equipment, the amount of work, and the type of resources.

14. Delete links related factors that have a negative impact on positive performance. Take prompt action to correct inappropriate comments, behaviors or actions.

15. Give employees feedback "in progress" performance. Let employees know how their behavior impacts on the achievement of objectives, the workloads of other people, and their personal workloads.

Performance Management is a continuous process

Think about it. There will probably get performance "continues" giving employees positive assessment "a" and performance discussion with "a" performance. Instead, you have to do things to ensure that employees and continued willingly give you their best performance. These things involve giving employees what allows them to do a good job, and eliminate what prevents them from doing a good job. This is what performance management is all .......