How to Create Effective Staff Performance and Development Plans

Every employee that is hired by the company will have more or less an idea about the things that he/she should do. Their knowledge is not enough though. It is the company’s goal to make employees know what their tasks and responsibilities are. They should be given proper training so that they can adapt to the work environment easily. Having effective HR performance management software can help employees a lot.

Creating an Effective Performance and Development Plan

There is one thing that you should remember, performance expectations are going to be different from job duties. It is through performance expectation that employees will know how they can get the job done properly.

There are two types of performance expectations that are available:

  • Quantitative Expectations – This will show the output of the employees.
  • Qualitative Expectations – This will show the method that people would take to achieve the goal.

Now that you have some details about what performance and development plans are, you can start by doing the right steps to achieve your goal.

Step 1: Define what plans the companies need and what the employees need.

You must be familiar with the different employees that you have and their job responsibilities. You can come up with the things that you expect them to do given a certain time frame. For example, if you have hired someone who is in charge of creating content for the website, you can be specific about the dates when you want their content to become available.

The more that people know when they should submit their output and how they should submit their work, the clearer the goals will be. Some employees normally feel lost whenever the things that they have to do are overlooked. Some may submit their work but they may feel like they are not being given the recognition that they deserve.

Step 2: Make sure to provide proper feedback.

How will employees know if their work has been noted? It is through the feedback that will be given to them. Feedback can come from different people. It will usually come from the bosses. They can let employees know if they are happy with the work that they have received so far. At times, it may come from their colleagues. There may be things that they are expected to provide. They should coincide with the type of work that they are going to submit as a team.

Providing feedback should be clear and concise so that if the employee needs to change something, he/she will know exactly what to improve on. When describing performance results, make sure to be specific about the things that were done correctly. Employees will know what to retain and what needs to be improved further.

Step 3: Make sure that the feedback will be seen by the employee.

There are instances when the feedback will only be visible to certain people but not to the employee. Remember that the main goal is to help employees improve. They need to know what things they should do to become a vital part of the company. If they would not know what they have to do, how can they change?

There are different channels by which employees can get the feedback that they need. If it is positive feedback, announcing it at the right channel can be done publicly. This will allow other employees to commend the other employee for a job well done. For more negative feedback, this can be sent directly to the employee. There are also times when it will be passed on to the person who is the team leader of the group that the employee belongs to.

Step 4: Checking for significant improvement.

Now that the feedback has been relayed to the employees, it is time to see if the message was able to get through. Employees will usually become motivated when they learn that their work is appreciated. They may also feel motivated when they know that they can do better. It will always depend on how the feedback has been delivered to them. Make sure to do this properly because this is crucial.

Step 5: Always be clear about the next steps that will be done.

Let us say that the project is done. There are other projects that the employees need to work on. Employees must know about the project and the performance expectation ahead of time. They can plan among themselves how they are going to execute the project properly.

They can coordinate with other employees just in case there are some things that they may need from them. There will be instances when not enough time will be given but the faster that you relay instructions, the better.

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