Performance Management is the key to productive and effective management of people.  It's really easy - Set targets, measure results, praise good achievements and encourage improvement from the lower achievers through positive direction.

Sadly, few managers do this well.  They typically find tackling poor performance difficult (so they don't do it) and find setting targets and measuring results too time consuming.

 We provide the know-how that helps managers to realise that inaction is the worst course of action and that target setting and measurement has to be simple & quick to be effective,

Performance Management:

The term "Performance Management" is often used in two contexts:

1. A way of maximising performance of an individual, team or organisation

2. A process for dealing with underperforming individuals

The first is all about setting effective and measurable targets and then conducting 1 to 1's with staff on a frequent and regular basis - checking progress and handling issues.

Click here for our Performance Management simple guide (pdf)

Appraisal:

Appraisal is part of a performance management system, but is all about assessment of the skills of individuals and how these may be developed so that they can do their job better - and to help them fulfil their potential.

It is thus important not to mix 1 to 1 meetings (which should be weekly) with appraisal meetings (which should be bi- annual, or at most quarterly)

Appraisal systems can range from the complex web based 360 degree type - to a plain piece of paper - there is no right way, but there is best practice.

We can help you devise a process that reflects your organisation culture and leads to performance improvement.

Click here for our Performance Appraisal Guidance notes.

Whatever solution works best in your organisation, we can help you prepare the documentation, train the people and implement the system.

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