Improving employees’ job performance

Watching and evaluating employees assists to enhance employee productivity and improve employees’ outcomes to their fullest. Your employees’ job performance is the pathway for the success of your business. Putting in place a way to evaluate job outcomes will allow your employees to show proof of their contribution towards your company’s targets. This article includes a framework for a job performance monitoring and an evaluating method.

The performance maintenance system works both ways and is ongoing, assessing job performance in a reasonable and logical manner. The advantages of this two-way system enables the improvement of discourse between you and the worker by opening a way for you to have a work based discussion on  personal or related matters that may have an influence on job outcomes.

The method will also aim towards the retaining and motivating  of gifted employees.

All your employees will go through the four crucial steps of performance.

    • The first step is the establishing of set  goals for your employees, which should relate to their precise job role and the business projections for the next financial year that are significant to their job.
    • The second step is to locate specific resources that will assist in  the achievement of your employees’ targets.
    • The third step is to evaluate the actual achievement of the specific targets that you have asked for,preferably at monthly or quarterly intervals. The reason for this is to open up a chance to evaluate  the targets and assess employees’ abilities to act accordingly when it comes to failings and/or recognise  achievements.
    • The final fourth step is a formal evaluation to rank employees’ job outcomes over the last year. The conclusion to this may be promotion or extra remuneration and a public announcement of achievements. Along with this, will be the setting of priorities  and targets for the coming year.

From this four step process, discussions may emerge about several issues as follows:

  • over or under achieving in the employee’s job profile;
  • establishing current pay rates
  • the unveiling of possibilities for further progression in the company

The best personnel to conduct the evaluation process will be the employee’s current manager, and it is of the utmost importance that both the alloted manager and the [articular employee are conscious of how the job evaluation functions. They should make sure their expectations are made obvious at the commencement  of every job evaluation encounter.

The tools for job evaluations

Adhering to this basic list will assist you to produce and enforce a relevant job outcome,  checking and evaluation procedure.

Stage 1

You must know your business targets for the coming financial year, as these will act as a base for highlighting targets for individuals. It is not possible to manage achievements if you haven’t already set the desired goals.

Laying out attainable goals for your business will assist you to concentrate your hard work on what you wish to attain. Laying out goals for your employees, framed around your own business goals, increases work outcomes as the goals assist your employees to comprehend your expectations.  They have the ability to  challenge employees’ set roles, but it is essential that they are attainable.

Stage 2

It is essential for you to evaluate your employees’ job outlines together with your own business goals, and form a maximum of 4 goals utilising the SMART method

The SMART-goal method needs you to appraise as outlined below:

S – SPECIFIC

What is the job? What is it made up of? What is wanted? In what way would you describe it to a visitor?

M – MEASURABLE

How do you know when the job has been completed? What will a good job appear like? What goals have to be achieved? What are your requirements in relation to the time frame, quantity, quality, remuneration and level? It what way will it affect the business?

A – ACTION

What is the first stage that has to be undertaken? What materials are required? Who is able to assist this to take place? How will its development be checked? Has it been done by anybody else? If it has, how can what they have learned be shared around? Have  the parties come to an agreement over the actions that have to be undertaken?

R – REALISTIC

Evaluate S, M and A…are they obvious? Is the job of any relevance? What other things have to be taken into account?

T – TIMED

What date has been given for completion? How many additional evaluation dates will be set? When will the progression of the task be checked?

In a few businesses, the compiling of SMART targets is conducted with the employee, with the advantage of their input and agreeance.

It is essential to produce simple targets. A single or at the most two sentences is enough.

Stage 3

When the SMART targets are finally agreed, you should ask for another opinion to ensure that they are sensible and logical. If there is not full agreement then you must learn from the comments and alter the targets to suit the suggestions.

Stage 4

The employee and their direct manager should hold a meeting to discuss the SMART targets. The best time for this meeting is at the start of the new financial year. The employee will want to be sure that the targets are clearly defined  and will come up with some ways to reach them. The employee’s manager has the chance to offer help and assistance.

Stage 5

SMART targets can alter throughout the year, for example, because of unexpected issues arising or situations changing due to an  employee doing worse or better than expected, alteration in roles, emergence of different employees beginning or changing managers.

Stage 6

Direct managers arrange evaluation meetings, preferably each month, otherwise once in three months. The evaluation meeting is a casual evaluation of the employee’s task and precise SMART targets for that year. The encounter must be thorough and to the point, giving the the employee a period for asking questions, self evaluation, help and direction.

Stage 7

Prior to the evaluation meeting, the employee and their direct manager must do a bit of preparation. These are basically, issues, related to the actual venue of the meeting, the people who will be required to attend and the drawing up of an appropriate agenda.

Stage 8

The direct manager might ask the employee to share ideas on their individual job outcomes – possibly ranking their succeses in relation to each SMART target using a numbered scale. This gives the direct manager with the chance to view how the employee sees their job outcomes as well as seeing if any back up  could be offered in the less strong areas.

Stage 9

Once the job outcomes evaluation has been completed, it is necessary that any points are compiled in a written form and passed between the employee and the manager. A date must be fixed for the next job outcomes get together.

Stage 10

Report backs should be established  and presented at clearly defined intervals. This assists the employee to move forward, gain more knowledge and progress in their job. It is paramount for the report back to be balanced between applauding gains and strong points, along with guidance/reporting in relation to weak areas and future progression.

Stage 11

Precise assessment is necessary. Following a number of job evaluation meetings, the agreement might be that the employee is failing to perform in the job requirement in a form that has been established and demanded – possibly they are unable to reach or work enough towards their SMART targets. This could be due to some specific reasons, so it is necessary not to assume anything but it is essential establish exactly  reasons  what these are.

Stage 12

Once the rationale for the negative outcomes have been exposed, something has to be done. A new set of goals may have to be established, and more back up or education and development can be given. If the employee has simply lost interest or doesn’t want to do anything to bring about a solution to the situation and the company has done everything possible, it may be necessary for you to move on to your complaints and penalty guidelines and rules.

Stage 13

The usefulness of training should not be misunderstood. It assists your workers to effectively undertake their jobs with certainty and in a capable and reliable way, but advanced training elevates their expertise,acquisition of information and exposure to enhance their development. If you run a small business, has it ever come into your mind ‘wouldn’t it be great to be able to employ a financial manager?’ or ‘Why is that I am unable have someone keeping an eye on quality?’ or ‘I would really like someone to manage my sales’ – if these ideas often go though your head, think about teaching one of your present staff, maybe for a number of hours during the of the week, to take on a new position.

There are a variety of ways to conduct teaching and advancement, and it is crucial to highlight the employee’s requirements to back them up in a suitable manner. For all training/teaching plans suggested check what  the precise skill is that needs training? What precisely does the employee have to improve? What are the best methods to be used for their learning?  (All of us do not necessarily learn best in a classroom environment, similarly many people are unable to study at home. Question yourself as to how the training and advancement will bring extra rewards to the business as well as the employee. Furthermore, consider what matters are most important and what will have the greatest impact on the business.

Stage 14

If your thoughts are with offering to send your employees on a study course, reconsider. There is no feedback after the completion of the course on its apparent usefulness to the employee participant. There is  no pathway to render questions or get feedback on the way the course can be applied in a  practical way, and employees might lack confidence in the application of  their newly acquired knowledge, expertise and practic. On the job,  training is quite often more suitable.

Stage 15

Once  the appropriate scheme has been chosen, write a training and advancement programme. The result of the training must be considered at each evaluation meeting or in a less formal situation.

Stage 16

Another, official and thorough evaluation  should be timetabled for at least one time in a year. Prior to the evaluation meeting the employee and direct manager will undertake some preparation. The yearly job evaluation is far more strict and targeted than the more informal meetings, and some time is allocated for asking questions, assessing oneself, help and direction.

Stage 17

At the evaluation, the manager will wish to provide comments on how well the employee has achieved throughout  the past year. This must be useful and draw on facts, and not be simply a point of view. It must be expressed in a truthful way,as it might have an effect on additional remuneration or other sorts of bonuses and benefits, and it will definitely affect the employee’s interest. A further value of the meeting is to discover  the employee’s wishes or expectations. Employers must be open about whether better prospects are available. They must back up their employees if they make a decision to move on to follow their aspirations. In a few situations  they come back furnished with newly acquired skills, advanced knowledge and experience to engage in a different  role.

Stage 18

For the normal job evaluations, when the evaluation has finished, it is necessary to note down the main points of the discussion and converse together the notes made between the manager and employee.

Stage 19

An outcome that is assessed as exceptionally good must always be remunerated or be given recognition.

Stage 20

After studying the suggestions, it would be an excellent policy to draw up a budget for the year to either unofficially or officially remunerate and acknowledge employees. It is a good illustration of their importance and makes them interested and dedicated to the business.

Best Practice Essentials
  • Place job targets for groups along with individuals, and evaluate group outcomes as a team.
  • Give frequent training to managers on the method to use when initiating useful evaluations and assessments with their employees.
  • The evaluation and assessment  procedure should  relate to the business milieu and ethics.
  • State the remuneration, acknowledgement and penalty policy and tactics in a precise manner and  through a variety of methods e.g. contract documents, wall posters and a staff manual.
  • Formulate a bonus and acknowledgement budget.
Legal Hints

While considering employees, the legal guidelines that might be required are:

  • Disability Discrimination Act
  • Employment Act 2002 – shows minimum disciplinary and appeal processes that have to be utilised by all employers and which should make up a section of an employee’s contract of employment
  • Employment Equality (Religion or Belief) Regulations 2003
  • Employment Relations Act 1999 – employees have an entitlement to a support person to go with them to disciplinary and grievance hearings which can be by a colleague from work or a trade union representative
  • Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002
  • Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000
  • Public Interest (Disclosure) Act 1998 – “whistleblowers” cannot be easily sacked or picked on if they make a “protected disclosure” as written in the Act.
  • Sex Discrimination Act 1975 Race Relations Act 1976
  • The (Sexual Orientation) Regulations 2003
Useful Websites
  • Advisory, Conciliation and Arbitration Service (ACAS). For more information visit www.acas.co.uk.
  • Learning and Skills Council are a government agency and will advise on local training providers. The infoline is 0870 900 6800. For more information visit www.lsc.gov.uk.
  • The Chartered Institute of Management is a principal organisation that aims to promote a  professional approach  into management practice, training and development. For more information visit www.managers.org.uk.
  • The Chartered Institute of Personnel and Development (CIPD) is the principal professional organisation for people employed in the managing and developing of human resources. For more information visit www.cipd.co.uk

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