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 We know that it is extremely difficult, if not impossible, to make significant productivity gains without an accurate benchmark of current performance levels. The axiom "you can't manage what you can't measure" becomes you can't improve what you can't measure. Fontanie Associates works with organizations to improve their ability to measure human performance by establishing a PERFORMANCE MANAGEMENT SYSTEM. This system is:
Proactive: It is designed to encourage employees to take responsibility for their own performance.
Results oriented: It focuses on results within a given time period.
Inter-Active: It requires regular communication between supervisor and employee.
PERFORMANCE MANAGEMENT IN CONTEXT
Performance management is an essential element of a corporate or business planning process. The corporate or business plan sets the direction. Each person within each level or team of the corporation contributes to the direction by performing to his or her full potential. Managers and employees (or team leaders and members) mutually agree on performance objectives so that the needs of both the organization and the individual are met.
PERFORMANCE MANAGEMENT PROCESS
- Employee and manager or team leader and team members develop a shared understanding of work plans and expected performance objectives.
- The participants, in response to changing circumstances, may mutually revise the performance objectives during the review period.
- There is on-going communication among all parties throughout the process.
- Fair and honest observations of performance are made and discussed throughout the review period.
- Work situations are viewed as learning events and core competencies are evaluated for developmental purposes.
- The over-all evaluation of employee's success is based on achieving results.
- An annual "Personnel Appraisal Summary" is completed as a permanent record.
PERFORMANCE MANAGEMENT STAGES
We suggest that there are three stages to a Performance Management Process.
Stage One: Work Planning
Setting performance objectives, expectations and action plans. Adjusting plans to meet new circumstances.
Stage Two: Performance Development
This stage includes the on-going process of monitoring performance, providing feedback, solving problems, giving positive reinforcement and developing personnel.
Stage Three: Performance Review
The final stage reviews past performance with the employee in a surprise free environment.
PERFORMANCE MANAGEMENT WORKSHOPS
Fontanie Associates provides one and two day Performance Management Workshops. We provide an integrated approach to learning how to manage people. We focus on developing management skills to successfully establish work plans with employees, provide coaching and development processes and review progress.
PERFORMANCE MANAGEMENT CONSULTATION
Our process consultation enables managers to achieve improved productivity through results oriented individual and team work plans. We work with managers to design and implement human performance management systems. Once the systems are in place, we help them assess performance, improve communication and motivate employees. We promote high performance through effective manager-employee relationships. We encourage self-responsibility for one's own performance.
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