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    Managing Performance and Role of Leader in Managing Performance

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    Ritika Gandhi
    Managing employee performance is important for achieving organizational goals and developing employee skills. It involves establishing performance expectations, providing regular feedback, and addressing deficiencies. The performance management process analyzes an employee's progress, recognizes good work, and helps employees improve weak areas. Managers set clear expectations, offer feedback, and create improvement plans to keep performance on track. The overall goals are aligning employee performance with company objectives and facilitating continuous growth.

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    Managing Performance and Role of Leader in Managing Performance

    Uploaded by

    Ritika Gandhi
    65 views19 pages
    Managing employee performance is important for achieving organizational goals and developing employee skills. It involves establishing performance expectations, providing regular feedback, and addressing deficiencies. The performance management process analyzes an employee's progress, recognizes good work, and helps employees improve weak areas. Managers set clear expectations, offer feedback, and create improvement plans to keep performance on track. The overall goals are aligning employee performance with company objectives and facilitating continuous growth.

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    Managing Performance

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    Managing employee performance is important for achieving organizational goals and developing employee skills. It involves establishing performance expectations, providing regular feedback, and addressing deficiencies. The performance management process analyzes an employee's progress, recognizes good work, and helps employees improve weak areas. Managers set clear expectations, offer feedback, and create improvement plans to keep performance on track. The overall goals are aligning employee performance with company objectives and facilitating continuous growth.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    65 views19 pages

    Managing Performance and Role of Leader in Managing Performance

    Uploaded by

    Ritika Gandhi
    Managing employee performance is important for achieving organizational goals and developing employee skills. It involves establishing performance expectations, providing regular feedback, and addressing deficiencies. The performance management process analyzes an employee's progress, recognizes good work, and helps employees improve weak areas. Managers set clear expectations, offer feedback, and create improvement plans to keep performance on track. The overall goals are aligning employee performance with company objectives and facilitating continuous growth.

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    MANAGING PERFORMANCE AND ROLE OF LEADER IN MANAGING PERFORMANCE

    Presented by Ritika Sunny Vishruti

    MANAGING PERFORMANCE

    TOPICS
    Definition Characteristics Objectives Importance Process

    A process of working towards the performance expectations established in the performance planning stage, analysing progress achieved on continual basis, and counselling for improving results Managing performance pertains to
    Analysing on going performance of employees Reinforcing good efforts Help remove deficiencies in performance Further improve employee performance

    CHARACTERISTICS

    Seeks to realize performance planning within the framework of business plans of the organization Helps keep a check on employees performance so as to keep them aligned to objectives and strategy of the organization Facilitates employees to improve their performance on a continuous basis Develops analytical insight among employees to look at their efforts and results in a more critical manner Prevents misalignment of employee efforts with respect to organizational objectives and strategy

    OBJECTIVES

    Define mutual expectations of managers/ organization and employees Actualizing performance plans by improving employee performance on a continuous basis Analyzing the ongoing efforts of the employees in order to remove performance deficiencies Managing performance as a relationship

    Keep employees focused on their performance objectives and standards


    Creating challenging and satisfying developmental plans

    IMPORTANCE

    Helps develop skills and competencies of employees on periodic basis Motivates employees to evaluate their performance vis-vis their performance plan in a logical rationale manner Corrects performance deficiencies before they become performance disablement Paves way for optimal utilization of organizational resources including men, material, money Provides opportunity to employees to enhance their contribution

    MANAGING PERFORMANCE PROCESS

    ANALYZING PERFORMANCE
    Understanding various factors contributing to performance, managing them to enhance performance Involves

    Keep manager informed about progress achieved in meeting performance criteria Making note of various facilitating and inhibiting factors affecting the working towards performance criteria Obtaining periodic comments and suggestions for improvement from the manager

    REINFORCING RIGHT EFFORTS

    Pertains to encouragement, support, visibility which managers provide employees for making the correct progress in work as per performance plan Helps in bringing more commitment and developing ownership among the employees

    REMOVING PERFORMANCE DEFICIENCIES

    Managers must provide vision, help and resources too employees who are not able to meet performance goals/ objectives

    Factors of poor performance

    Organizational causes
    Failure to communicate expectations Unrealistic expectations Lack of performance feedback

    Employee problems

    Lack of knowledge Lack of effort or attention Poor judgment

    Lack of resources
    Failure to train or instruct Failure to accommodate Hostile environment Harassment

    Personal issues

    IMPROVEMENT PLANS

    Involves

    Periodical review of progress Noting facilitating and inhibiting factors

    Which can be attributed to Personal or individual Reporting officer Organization and its systems Subordinates External environment

    Reporting them to manger

    STEPS TO CREATING A SYSTEM TO KEEP PERFORMANCE ON TRACK

    Set expectations

    Not just goals SMART goals


    Specific Measurable Action oriented and aligned Realistic/relevant Time bound

    Communicate

    Dont fall into the trap of assuming that people know what to do.

    Provide and ask for feedback

    Effective feedback is a mirror- reflects performance Praise Constructive Criticism

    Tie

    it to the big picture

    Help the employee make a personal connection to what he/she does and the big picture

    Be clear about the consequences Tie it to quarterly and yearly performance evaluation systems

    Regular feedback

    Quarterly reviews

    Annual review

    REFERENCES
    Performance Management, Kohli, A.S., Deb, T. Shrm.org

    THANK YOU

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