Performance is the true litmus test for survival in the marketplace. High-performing employees contribute superior performance, giving the companies they work for a competitive advantage — and their extra effort differentiates great organizations from merely good ones.
An effective management system should encourage collaboration, teamwork, and communication.
It’s crucial for Boston Cleaning Company, Inc to have systems in place to identify, recognize, reward, and retain their top performers to achieve sustainable growth. Most companies understand this and spend enormous sums acquiring a performance management system to help ensure their success. Yet wide variation in employee performance persists despite this investment.
An effective performance management system starts with a thorough goal-setting process, followed by regular feedback and reviews/appraisals. It also identifies employees’ developmental needs and includes robust reward and recognition practices. The system also should encourage collaboration, teamwork, and communication.
The manager’s effect on the performance management system
Fundamentally, a performance management system is composed of process and people elements. The process element includes items such as job descriptions, rating criteria, the time period of performance appraisal discussions, and reward and recognition systems. The key component of the people element is the operations manager, who drives the system by setting expectations, communicating plans, encouraging development, and giving and receiving feedback.
The operations manager’s effect on the performance management system is measured using these four components.
- Helping employees feel empowered
- Recognized or praised employees’ achievements
- Having regular discussions with employees
- Clients satisfaction(the ultimate goal)