Employee performance is one thing. How you manage it is another. The system you choose, or lack of a system, could impact how your team feels about setting performance goals and participating in performance reviews. If you’re not sure how your current approach is landing with your team, ask them for feedback.
Before we get too far along, let’s talk about your brand and the promises you’ve already made to your team. If your brand stands for integrity and grace, the right performance management approach for your practice will be open, honest, and kind. If your practice is all about high energy and riding the edge between tried-and-true and the courage to push the envelope, your performance management will work to make room for the matching behaviors from your team.
Once you know how you’d like your performance management to reflect your brand, it’s time to make some decisions. Start by choosing a team to help you evaluate the options. Will you design something in-house, work with an HR Consultant, or choose a SaaS solution to provide the expertise? This one comes down to the existing skills, talents, and available time of your team.
Regardless of how much you want to spend or do yourself, there are some key elements every performance management system needs to have. Determine these upfront and communicate them clearly to your team. When people know what is expected of them and what they can expect from the system, process, or program, they can focus on the right work and move forward with confidence.
Key Elements:
- The philosophy: Think about what you believe and your own experiences with performance management. Mix that with your brand, your strategic goals, and feedback from trusted sources.
- The vehicle: How will your practice track performance management? What will ensure performance reviews happen when they’re supposed to?
- The format: What will the documentation include? What latitude will the team member have to personalize their performance plan?
- The schedule: When will goals be set and performance reviewed? (Hint: Performance reviews should happen frequently, not annually.)
- The guidance: How will your team know what is expected of them?
Make performance management as easy as possible for everyone involved. Ask what your current vendors offer. Talk to colleagues about the solutions they use. Shop around and find a system that makes the most sense for your practice. HR advancements and innovation mean there’s a solution for everyone and every budget. Take the time to find the right one for your practice and adjust as needed.