Setting performance standards, observing and providing feedback, and conducting appraisals enables you to achieve the best results through managing employee performance.To begin the process, you and the employee will collaborate on the development of performance standards. You will develop a performance plan that directs the employee's efforts toward achieving specific results, to support organizational growth as well as the employee's professional growth. Discuss goals and objectives throughout the year, providing a framework to ensure employees achieve results through coaching and mutual feedback. At the end of the rating period, you will appraise the employee's performance against existing standards, and establish new goals together for the next rating period. Show
As the immediate supervisor, you play an important role; your closest interaction with the employee occurs at this level. Performance StandardsPerformance expectations are the basis for appraising employee performance. Written performance standards let you compare the employee's performance with mutually understood expectations and minimize ambiguity in providing feedback. Having performance standards is not a new concept; standards exist whether or not they are discussed or put in writing. When you observe an employee's performance, you usually make a judgment about whether that performance is acceptable. How do you decide what's acceptable and what's unacceptable performance? The answer to this question is the first step in establishing written standards. Standards identify a baseline for measuring performance. From performance standards, supervisors can provide specific feedback describing the gap between expected and actual performance. Guiding PrinciplesEffective performance standards:
Key Areas of ResponsibilityWrite performance standards for each key area of responsibility on the employee's job description. The employee should participate actively in their development. Standards are usually established when an assignment is made, and they should be reviewed if the employee's job description is updated. The discussion of standards should include the criteria for achieving satisfactory performance and the proof of performance (methods you will use to gather information about work performance). Characteristics of Performance StandardsStandards describe the conditions that must exist before the performance can be rated satisfactory. A performance standard should:
Expressing StandardsThe terms for expressing performance standards are outlined below:
Performance MeasurementsSince one of the characteristics of a performance standard is that it can be measured, you should identify how and where evidence about the employee's performance will be gathered. Specifying the performance measurements when the responsibility is assigned will help the employee keep track of his progress, as well as helping you in the future performance discussions. What are the responsibilities of a supervisor in performance assessment?As a supervisor, it is your job to:. Clearly communicate expectations.. Provide employees with the tools, training, and information they need to succeed.. Offer regular, timely, and constructive feedback.. Be reasonable and fair when evaluating performance.. Recognize successes and achievements.. How the supervisor should contribute for the performance planning?Consider related goals and/or development plans that incorporate the employee's interests. Discuss possible goals to help assure that unit priorities are met. Set 2-4 SMART goals (Specific, Measurable, Achievable, Realistic and Timely). Discuss learning opportunities to address skill gaps and employee interests.
Why does managers supervisors need to measure employees performance?Measuring employee performance helps calibrate those goals by providing insight into where someone is doing well and could be stretched and areas that are not a strength yet. Based on performance feedback, self-reflection, and business needs, employees should set their own goals – not the manager or the company.
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