Employee Performance Management
An objective set of measurements are required to clearly communicate performance expectations. The Job Performance Pro.file provides organizations a process to corroborate and establish performance requirements for any position.
In the graph to the left, a high level of Detail Orientation is required, implying a strong need for accuracy. In a manufacturing environment this could translate into a “not to exceed number of defective items within a specific unit of time”.
One interesting thing going on with Metromont is that we are doing comprehensive company wide performance reviews for the first time. Nowhere have I seen the traits shown in the PPS come out more than in discussing performance and coaching the managers and supervisors about how to conduct a review and communicate with their people better.
Metromont USA
All of us can adapt to situations that aren’t a perfect fit, but 99% of the time we will resort back to our normal way of doing something (i.e. once a disorganized person, always a disorganized person). Don’t set your people up to fail by putting them in roles that don’t match their personalities. Performance management is the process of assisting an employee to become more effective at achieving their position objectives and building the skills and competencies necessary to carry out their role.
Jim Collins on finding self-motivated people ...
Employee performance management typically covers a number of different areas: an employee's skills and experience, their competencies/abilities, their education and knowledge, and their behaviors/attitude. Managers often struggle to try to find productive and practical ways to deal with this wide variety of dimensions to assist their employees. Performance management software such as, JPP Job Analysis and OPP Personality Assessment can become a useful tools to incorporate into a manager's overall performance management process for their employees. Pro.file performance management software allows managers to better assess employee performance, understand gaps and give them the necessary information to tailor coaching styles to employee needs.
During an employee performance review, the manager invites their employee to complete a JPP Job Survey on the employee's position and the manager also completes one; then they can sit down together to discuss their answers and identify where there are perspective/perception differences and consistencies/inconsistencies. Discussions about employee performance can be difficult to organize and engineer in the absence of an instrument like JPP, which provides a comprehensive overview of key components of an employee's role. As the manager and employee agree on a common set of responses to the JPP Questionnaire, they are in effect "calibrating" their expectations of each other.
Once the JPP Model reflecting their combined responses is prepared, both the manager and the employee can review and discuss the JPP Model to confirm it is accurately describing and capturing the position from a behavioral perspective.
The manager can study the motivational needs identified in the JPP Model and begin to find practical ways to provide that necessary employee motivation.
Employee performance management is an ongoing process. The manager should see improved performance as they begin to more regularly consider the employee’s performance motivators; additionally, they should detect improved specific competencies as they provide feedback to the employee on the JPP behavioral assessment descriptions required for their position.
Contact Us to learn more about Pro.file Perfomance Management Software.
