5 Ways of Making Performance Management More Inspiring

Performance management and inspiration might sound like a bit of an oxymoron, but I believe that making the process as fun and inspiring as possible is crucial, and will lead to effective performance management.  
In many workplaces, performance management has become an aspect of working life that is anticipated with dread and disdain. So, here are five ways to make the process more fun, more contemporary, and more productive.

Image: Biblio Archives
Simple Software
There are now excellent computer software packages designed to monitor and analyse performance management in simple, straightforward ways that are easy to use and interpret. Software such as Sonar6 allows you to set goals, plan career development, have more meaningful conversations and tracks your talent. The attractive look of the software also means that it won’t bore you to death.
Think Positive
It is a real shame that performance management has many employees donning their armour and drawing their shields. The best kind of performance management is that which, according to HR guru Helena Moore, leads people to ‘come out of it feeling more energised and positive.’
Be Nice!
Focusing on an individual’s achievements and skills is hugely beneficial, as they will come out of a meeting feeling that they are valued. If an employee particularly thrives in one area, then let that be their specialist area. Don’t try to squash people into boxes they simply don’t fit in to, as this will lead to a miserable working environment.
Integrate Social Media
Social media can offer a higher level of perspective on how staff are performing, and help them to see where their strengths lie as well as the areas where they might have missed the mark. Social media commenting can often be traced back to specific employees, making it a useful tool. Social feedback is currently more important than ever, and should not be ignored, as this is what potential customers and clients will refer to when they are deciding which company to go with.
Chats and Cuppas
Taking an employee aside for an appraisal when you have hardly spoken to them before is sure to make them feel nervous. Conversation and a fairly relaxed atmosphere with staff helps to encourage honesty and lower stress when it comes to appraisals and performance management. The other benefit is that if you know your staff then you will have a much better idea of what motivates them and what causes them to retreat. The key purpose of performance management is to make employees more effective, and if you know their personality type then this will be much easier.


Sophie McGovern writes for Vinehouse, an HR consultancy firm specialising in performance management. What is performance management? Sophie believes that it is all about encouraging staff to achieve their potential.







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