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Management: Managing Employee Performance

Updated: Sep 14, 2019

In order to keep employees accountable, you must manage their performance in order to figure out how to maximize efficiency. However, many companies do not have a system in which to manage efficiency. Each company’s plan is going to be different, but one factor that they should all follow is the acronym, SMART (Specific clear and manageable, Measurable, Attainable yet sufficiently challenging, Relevant, and Time bound). If you follow this model in managing your employees performance, you will have a much more successful time because you have specific areas to focus on.

Next, you need to have employee reviews. This should be face to face, between you and your employee. It is very important to keep the meeting timely and continuous, this way your employees know what is being asked of them and won’t have to deal with information overload. It is also important to keep the dialogue in the conversation objective, make sure that you are comparing the employees performance to objective goals and standards. Lastly, it is important to space out these reviews properly. This may be different from company to company, but at a minimum it should be once a year.

Managing employee performance is all about how well you prepare and how you make the employee feel you are objective. As long as you can follow the steps listed in this article, and connect them to your company, you will have success in managing employee performance. Hopefully this article was helpful for you, and if it was you should check out our other articles here at Business Bootcamp. We make great articles weekly on Human Resources, Management, Finance, and marketing.

Work Cited:

“Managing Employee Performance.” SHRM, SHRM, Managing Employee Performance.

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