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What are the Different Performance Management Solutions?

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  • Written By: J. Airman
  • Edited By: Melissa Wiley
  • Last Modified Date: 30 November 2017
  • Copyright Protected:
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    Conjecture Corporation
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Different performance management solutions address consistency issues in an organization, department, and process. Performance management is a method of supervising and evaluating production levels using a system of reviews. Changes in the way an organization communicates with its clients and how departments within the organization interact with one another can generally solve performance inconsistencies. Solutions to improve the performance of an individual employee may include schedule and operational location changes. Altering policies that affect company processes are commonly used solutions to make beneficial changes to how business is done.

Solutions to time loss and waste problems typically come from regularly scheduled performance reviews. Management closely scrutinizes performance over a standard period of time so it can be measured against past reviews. Business performance management software usually makes it easier to compile and process information gathered from past evaluations. Performance management solutions are then implemented to directly address limitations discovered during the review. Tools like incentives and deadlines are commonly employed to keep performance levels on track until the next review.

Clearly stated goals often make it easier to hold the under-performing party accountable. An ultimatum is typically given after multiple reviews have shown an inability to produce at the desired level. Performance management solutions can involve replacing leaders with more qualified employees and even dismissing repeat offenders. Each policy or process change must be tailored to the performance issues of the individual or group of individuals. Effective solutions are applied by a manager with a full understanding of what caused the situation.

Training is a performance management tool that involves direct interactions between management and lower-level employees. The person or persons with performance problems are given a chance to learn techniques and skills to maximize their efforts. Managers are able to get a better understanding of the day-to-day obstacles that company employees are dealing with. A variety of different performance management solutions can be offered by the manager during training to ensure a best possible chance at future success. Well-trained and supported staff members usually feel more comfortable going to management with performance problems before they create a bigger issues for the organization.

Performance management solutions are often evaluated by their initial cost to the company and eventual production benefit. Reducing staff to eliminate duplication of efforts can generally be done at little or no cost to the company. The positive effects of reducing unnecessary employees or departments are almost immediate.

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bear78
Post 3

@fBoyle-- You might want to seek the help of a professional agency that can help put together a performance management program for your workplace. The management of the company I work at receives help as well. Sometimes performance problems are not easy to solve and there can be multiple different factors involved.

Performance management professionals can put together an analysis rather quickly about why these problems exist and they can offer solutions and help you implement them as well.

I personally believe that sometimes, personality of employees plays a huge role in performance. Tactics to motivate employees who do not feel a sense of accomplishment from their work are usually futile. In these cases, what you actually need is a better hiring system to make sure that the employees that are hired are really suitable for the organization and for their positions. This is also a management solution.

fBoyle
Post 2
@literally45-- Do you think that punishments or rewards are good management solutions when other solutions are not working?

I have some employees who are not performing up to par despite training, oversight and a few procedural changes put in place to make things easier for them. I am running out of ideas and I'm not sure what else I can do to improve performance.

literally45
Post 1

I think that many performance problems stem from poor communication between different departments, and between supervisors and employees in an organization. It's very difficult to keep employees on track with tasks and motivated when they are not regularly receiving feedback. Also, feedback should not always be in the form of negative criticism. Praise for a job well done is also important.

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