| If you want engaged motivated employees then | | | | standard:- |
| effective performance management is a key | | | | 1. Identify the result that is required |
| foundation to achieve your goals. | | | | 2. Identify why the result is required |
| People appreciate knowing where they are going, how | | | | 3. Document how well the result must be achieved |
| they are performing in achieving the goals set out for | | | | 4. Review steps to ensure that actions are not |
| them and being offered opportunities to develop and | | | | documented only resulted |
| grow in areas where standards are not being met. | | | | 5. Identify what will be measured and how |
| To do this and effectively manage and monitor | | | | 6. Write the performance standard using the (PS = R |
| performance a performance standard needs to be | | | | + M) |
| developed. Essentially you are mapping out and making | | | | 7. Check measures are valid, realistic and clear |
| clear what is expected. | | | | When setting a standard a well recognised and |
| A performance standard defines good and poor | | | | accepted formula is: |
| performance in key result areas (KRA's) a standard | | | | Performance Standard = Result + Measure (PS = R + |
| should be reachable by most people, but also be of an | | | | M) |
| acceptable level, not just adequate. It is also important | | | | When it comes down to writing the standard the |
| that standards are written down and all employees | | | | following process is often effective: |
| know them. | | | | Identify result required |
| This is what we use as a review and measurement | | | | Identify why result is required |
| tool in our organisations to assess performance levels. | | | | Document how well the result must be done |
| So what is involved in a performance standard? | | | | Check that results are not actions |
| The KRA's to be achieved (Important Responsibilities | | | | Develop measures of results |
| expressed in terms of behaviours) | | | | Check for principles |
| Development of Objectives (What has to be | | | | The second to last stage of this is the actual writing of |
| achieved) | | | | the standard. |
| Setting of Standards (The standard itself) | | | | And finally agree with individuals on the standards |
| Orientation to the Standard (How people will work with | | | | being set. |
| the standard in their role and what is expected of | | | | Follow these guidelines and set up performance |
| them) | | | | standard and you are one step closer to improving |
| To start the process it is important to be aware of a | | | | your effectiveness as leader and manager by |
| checklist that covers seven things you will be required | | | | managing through information not opinion. |
| to do when setting up an effective performance | | | | |