Engineer turned HR professional with approx 11 years of experience in HR gamut, worked with leading industries like telecom, oil & gas, media and currently associated with premium managed office brand. My background has been in successfully directing organizational planning and performance through strategic processes and staff development. Throughout my career, I have managed recruitment procedures, employee training initiatives, staff coaching, performance management, and employee morale-boosting practices.
An admirer of “The Secret – Rhonda Bryne”, a person who believes in positive affirmations and gratitude. Passionate in understanding humans as a resource and connecting them with the needs of organisation
Here are her key experiences in the industry in relation to Performance Management.
What, in your opinion, performance management actually is?
Most of people or specifically I should mention corporates understand performance management as one-time annual appraisal process, practiced for increments. But this is not the true meaning or definition of this term.
As per my understanding, Performance management is a continuous improvement and development process, which should be practiced with focus of employee development, skill enhancement and achieving company and individual goals. It is not a one-time activity and not an activity to map employees against ratings or percentages.
It is a process which should be built around company goals and employee development.
How does Performance Management actually help companies like yours?
Transparent and clear processes with fair communication system always helps an organization to connect well with their employees. A smooth balance with company goals and individual development needs to be maintained for achieving success at company as well as individual level.
Performance Management, not only connects employees in alignment with company goals but to achieve those goals, builds a strong individual plan with includes training of employee, mentoring or coaching, skill enhancement and fair chance of challenging delivering and learning ahead of individuals capabilities.
It also plays a key role in employee recognition. Motivated employees definitely have direct impact on company’s overall performance. Smart objectives, clear and transparent system, helps to eradicate chance of losing the right talent.
What are the key gaps in current industry practices in managing employee’s performance?
Biggest gap in current industry practices is understanding the whole process incorrectly. We need to understand and implement that performance management is not annual appraisal process, it is a continuous process to be followed for organizations and individual’s success.
We need to question ourselves when developing this process for our respective organization:
- Do we have a fair feedback mechanism?
- Are my people mangers trained enough about the process?
- Do leaders understand this is not “Tick the box” or “Yes or No” process
- Are my employees trained on performance management software?
- Do we have effective coaching mentoring process for individuals?
- Are my policies framed around the process transparent?
How many employees are there in your organization & how are you currently managing your employee’s performance with any tools?
I am heading HR for premium managed office spaces organization, leaders of their field. With a very lean structure and limited number of employees, it is very important for me to always have motivated and passionate people who have clear vision on company’s mission and goals.
Performance management in my previous organization have been based on multiple tools or processes like Bell curve, Rating system etc. Ideally, I would want to evaluate my employees purely on their out of box thinking, connect, understanding and deliverables as per company goals, productivity and presence to train other employees, self-motivation initiatives and working on development plan.
Mentioned factors actually give right skills needed in a leader, a colleague, a subordinate, a manager etc. I certainly focus on developing SMART objectives and Individual long term development plans for my employees which helps each individual to work in smooth and streamlined manner.
What makes a really effective Performance Management programme? Any best practices to share.
Every organization have their own vision and mission and hence mapping every organization under one fixed process would be unfair. It should be framed:
- In line with company goals
- Employee career development and long-term association
- Clear and transparent communication network
- To enhance individual skills and knowledge
- Strong learning and motivated employees
- Day-to Day coaching
Human resource department has been framed and given responsibility to understand employees and business goals equally. To balance the same, clear and transparent systems and processes are much needed in any organization. Best practice is to have motivated employee trusting the organization for not just increment but for their long-term development. Any process should be framed keep the thought in consideration.