People and Performance Management
Telling your staff what to do and which tasks to accomplish is one thing. Making sure it’s done and the desired results are achieved is another. Believe me, I have seen and proven that there’s a difference between the two in the many years I’ve been in the corporate world.
While I recognize that motivation plays a big influence on how a team member performs and grows, it is not without a doubt that managing people and their productivity still has to come with the correct leadership approach, matched with the right tools.
Key Performance Indicators (KPIs) is one of the most commonly used tools which help companies manage their people effectively and guide their progress. The main purpose of Key Performance Indicators is to align the workers’ performance with the long-term strategic objectives of the company. Like a compass, Key Performance Indicators help determine if a worker is on the right track. And most companies utilize a Balanced Scorecard – a famous tool in strategic management which provides a clear guide on identifying targets and specific ways to achieve them – in determining and tracking KPIs.
Join me and Asian Land Strategies Corporation, Davies Paints Philippines, Inc.,Lightscape Inc., and others at the People and Performance Management Workshop on October 8, 2013, 9:00am to 5:00pm, at Discovery Suites, Ortigas Center, as we discover the skills and the highly effective tools that will enable us to develop and build highly effective teams.
Below is the reservation form for this workshop. Send the accomplished form to firstname.lastname@example.org or fax it to 813-2745. Call 813-2703/32 and look for Juliet or Kali for other inquiries.
What is Performance Management?
Performance management is simply a term used to describe a set of activities that assess whether goals or objectives are being met. These activities include defining work, setting goals, providing feedback and encouraging development.
Performance management is about shared responsibility and understanding of roles, expectations, and standards.
Every day, we all ask ourselves:
What do I need to do?
When shall I work on it?
How do I achieve the required quality?
These questions can apply to the day’s work, or to the planning of the work for the next week, month, or year. A manager’s job is to decide whether an employee’s achievements match what was expected. It is also the manager’s task to connect the employee’s work to organizational objectives (that is, provide role clarity).
Your organization may have formal performance management systems that require an annual appraisal or review. While these formal elements of performance management are important,the more critical aspects of managing an individual’s performance are daily interactions and feedback.
Performance that is not actively managed is nonetheless influenced by default. Failure to provide feedback means employees are unaware of whether their performance is acceptable and valued and can be a major disincentive to stay with the organization.
Furthermore, failure to manage negative performance can have harmful consequences on the morale of the rest of the work team.
PPM Workshop is seeing yourself inside the frame!
- Rommel Taningco, Philippine Life Financial Assurance Corporation
Very good mentor and facilitator. Thank you, Boris!
- Helen Veridiano, SI Resources Corporation
Thank you for being so accommodating and helpful. Our gratitude to Salt & Light
for providing us a venue to continuously learn and grow.
- Rowena Ann Garcia, STI College Zamboanga