Optimising Business and Employee Performance

One thing is for sure, businesses are only as good as the people they employ and this means everyone from the top down. Poorly performing employees will have a detrimental impact on both the performance of the business and other employees and will ultimately thwart your ability to drive the business forward. There are many elements to performance management within businesses:

  • Business planning and goal setting
  • Addressing poor performance
  • Rewarding good performance
  • Employee retention
  • Skill development
  • Developing competence
  • Conducting Appraisals
  • Agreeing team and individual objectives.

The key to managing business and employee performance is to be clear about the direction in which you are taking the business. Only then can you effectively manage your employees so that they deliver performance to the required standards to meet your goals. By effectively managing performance you will retain key skills and staff through both the good and the bad times, giving you competitive advantage over other companies who are not seen as an employer of choice.

It is important however that any performance management processes are implemented because they are right for the business. Unfortunately appraisals and performance management are viewed as a time-wasting paper exercise by many people. This is because the focus is on the paperwork and not on the quality of conversation between manager and employee. Here at CHaRM we focus on the benefits to the business of performance management and ensure any process that is put in place is simple, easy to use and of real value to everyone involved.

"We were very pleased with the feedback from our employees as it showed that the developments and changes we had made, even the difficult ones, have been received well and they understand what we are trying to achieve."

Case Study

Our client wanted to breathe new life into their appraisal process, which was quite long-winded and detailed and involved lots of pages to complete as part of the process. We suggested a move to a quarterly process that would focus on specific things, keep the discussions 'live' and current in everyone's minds and was easier to complete. We designed a scheme which introduced specific KPIs linked directly to the business plan, a personal element and a focus on development areas. The appraisal document was interactive and built up each quarter, with both parties being able to add to it. One of the key things about this new process was that it enabled a focus on successes which really had the capacity to motivate people to achieve more. After the first year of using it, a few tweaks were made for year two so that the document was slightly more user friendly and simplified further in a couple of areas. Originally the process was only going to be used for sales staff and management, but very quickly it was rolled out across all three divisions of the organistion, to team leader level as a minimum. In some departments it was rolled out to all team members.

The result?

The Managing Director found the new process much easier to use and recent feedback from the Sales Director was: "The quarterly appraisal process is great by the way. It really focuses people on what is needed." The organisation has budgeted for increased turnover of £1m for this year, plus an improvement in margin and is very confident that they can achieve their stretch targets.

Managing Business and Employee Performance
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