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August 13, 2014

4 Tips On Being An Effective Performance Manager

In highly demanding and regulated fields where quality is the name and quantity is the game, getting the most out of employees can be a challenge. As a manager or boss, performance management is not about dealing with poor performers but recruiting the right people, setting expectations and coaching.

When job openings are created it is important for employers to use their managers, trainers, HR department and resources to the best of their ability. Using professional staffing agencies, like Innovative, can save employers time and the agency can find the best candidates for the job requirements. Working with recruiting agencies gives companies peace of mind knowing that candidates with the required skill sets are being picked. This is especially important in scientific and engineering fields where government regulation and quality control rule.

During the first few introductory months it is crucial to provide training and employee orientations. Also, by providing measurable expectations for success, the new employee can see how they fit into the company’s processes, goals and success. Periodic performance coaching and evaluation sessions are a beneficial outlet for employees and managers to provide constructive feedback and raise concerns. From these can come the opportunity to develop additional training and support.

Effective performance management starts the moment a job opening is created. Having these 4 Steps to Effective Performance Management–article courtesy of D. Albert Brannen–can help you to invest in efficient recruiting efforts, orientation, training, and coaching to produce a healthy and successful work environment for both employer and employee.

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