Effective employee performance management

Issues surrounding performance management are numerous and underexploited. Therefore, Bemo will lead you to learn 3 mistakes in performance management and solutions for employees to work effectively.

1. 3 mistakes in performance management


Many businesses often make three mistakes in management and affect the common goal. Detail:

1.1 Lack of performance targets:

Set targets for personnel’s work to achieve the overall goals of the organization. For example, the sales department is to sales, the production department has to commit to the number of defects per thousand units of product, or Marketing will be a new product launch strategy. And the targets need to be towards the overall goals of the business.

But most of the SMEs lack specific targets, and the leaders only give general goals of the work. For example, sales managers only set a goal of increasing sales in January, which is unclear and leaves employees wondering how much is enough.

Or when goals are hard to set, like effective customer relationships because it takes years to build. Therefore, specialized departments set only a goal of building customer relationships the following year, which is very vague for employees. They will work underperforming because they do not clearly define their goals.

1.2 Target 1kg, reward 1 tael

What detracts from employee performance is that their awards are often not worth the effort they put in to achieve the goal. Therefore, managers should remember that rewards are a motivator for employee performance. Businesses can use many forms such as promotion, salary increase, additional training, training courses,…

Besides, when the enterprise gives a new orientation, the goal is different from the original, but the reward policy remains the same, they affect the working psychology of the employees, and the resulting output quality declines.

1.3 Lack of challenges at work

For some managers, because they are concerned about their employees’ ability to meet heavy goals, they have chosen to set a lower goal standard to match the team.

This is a wrong mindset because the lack of challenges does not create motivation for employees, nor for the manager himself. Instead, management must set target pressure, and let employees know how important the work they need to do. However, the given tasks need to ensure that employees are able to complete them, which means that management needs to understand the strengths and weaknesses of employees. You can read more about how to effectively delegate tasks to employees here ((link bài giao việc hiệu quả))

2. Effective employee performance management solution


A manager requires an overview of the subordinate’s performance and the ability to motivate the team to work more excitedly. The following performance management solutions that managers should consider:

  • Communicating core values: The core values ​​of the business include vision and mission. This is the driving force to promote employee productivity because they will always rely on it to strive at work. An example of this is Microsoft, all employees must remember 6 core values, and implement them in each job.
  • Planning common goals and linking specific goals for employees: to build annual goals, each employee and each department must commit to their own annual goals. Usually, people will choose what they can do. Therefore, the management board will decide the overall goal of the whole company after the closing meeting with the department heads.

To reach the highest effectiveness, the management must have a convincing argument that the goal is feasible and provide the necessary support to the employee when assigning a target to them. The manager has to make sure that the delivered goals are clear, measurable, and have policies to encourage and motivate employees according to the level of accomplishment.

Give performance evaluation: Leaders should give weekly and monthly evaluations depending on the characteristics of the job. After 6 months, the leadership, management, and employees sit together, make formal assessments, as well as give timely suggestions for employees to achieve the set commitments.

To be more effective, businesses need to have a management system like ERP to help track the process and performance results of each employee.

  • Salary and bonus regime suitable to the capacity: The bonus system is very important when promoting and improving employee performance. Therefore, businesses can apply reward tactics like Microsoft for the whole team, not just for individuals. Teams must have their own goals, team members who receive more targets will be rewarded more. The whole commitment must come from the overall goal of the company.
  • Human resource development: People are an important factor for the success of the business, so businesses should invest in training and developing employees. Therefore, leaders when recruiting employees need to calculate how much time it takes for them to be promoted and develop appropriate training programs. Besides, employees will also strive and make more efforts to achieve the position as expected by the leader.
  • Trust in employees: Employees hold themselves accountable and ensure commitment, which is an effective way to increase performance, but requires trust from management. Therefore, management should not control, force employees into the framework of the plan, instead let them be flexible or be able to share part of the work for them. It is this action that will increase their productivity.
  • Overcome fear: A good boss helps employees achieve their goals with the best results, and does not cause phobias or fears to subordinates. Because if employees feel pressured, afraid of being fired when making mistakes, they will not be able to have good work results and affect the overall work. Therefore, management should build a comfortable working environment, freely express opinions in meetings, and listen to employees’ opinions. Thus, employees will actively contribute to the work, and can generate many unique ideas.
  • Fire weak employees: It cannot be said that the business is harsh when making decisions to fire weak employees because they are the ones who affect the collective. Signs of lazy-to-work employees are people who often say: “It’s not my job”, “I don’t get paid for it”, and many others. Their actions will create a bad “culture” for the business and reduce the productivity of the whole team. Good managers know when to fire lazy employees and hire more suitable people to join the team.
  • Empowering instead of manipulating: There is no denying that employees will feel more confident and comfortable when given the power to make decisions at work. Because if superiors hold all the power, employees cannot make decisions and have to go back to probe the boss, which will waste time, and be evaluated for poor performance.

These are not too new statements but have not been applied much in practice. Therefore, Bemo hopes this article will motivate managers to consider these performance-boosting perspectives and use them in their organizations.