Techniques for managing performance to improve productivity

An effective manager should leave employees feeling inspired and empowered rather than stifled – how can you do this and improve productivity?

CREDIT: This is an edited version of an article that originally appeared on Robert Half

Performance management techniques used by organisations can be diverse, with each opting for a framework which suits the size, agility and targets of the team. Here are a range of quality management techniques to manage team performance and, hopefully, improve productivity.

Regular performance reviews

Booking in time for regular performance reviews has become more important since the introduction of different generations into the workplace.

Reviews should, ideally, strike a balance between both positive and negative feedback, the employee’s key performance indicators (KPIs) – which keep the business’ long-term goals in mind – and should be as collaborative as possible, taking the employee’s career goals into consideration.

Give team members a sense of empowerment

Empowerment is a great performance management technique for driving staff motivation. Allow your employees to use their expertise and creativity by giving them projects which encourage them to take a proactive role. Imposing too many rules can have a negative effect on how productive and engaged employees are, so try to make sure that the mix is even.

Giving them freedom is important in helping to develop critical workplace skills and enabling them to make more meaningful contributions.

Employee development plans

Encouraging employees, and helping them to achieve their aspirations, is vital; they need to feel heard, and if progression and encouragement is not there with you, they are more likely to seek it elsewhere.

Sit down with your employees and flesh out a development plan which serves needs of the employee as well as those of the business – include employee training, targets and metrics which they have specific influence over, as well as clear rewards for success.

Be consistent

Remaining consistent in the practice and implementation of performance management techniques will help encourage employee buy-in. Goals should be clear, not constantly changing, and measurable in terms of forward-thinking development as well as looking back on past performance.

Employees will only feel motivated to work productively towards their KPIs if they’re confident these won’t be changed due to inconsistencies in their manager’s mood or agenda.