5205239
Beschreibung
Mindmap von Emily Bramhall, aktualisiert more than 1 year ago
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Erstellt von Emily Bramhall
vor mehr als 8 Jahre
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Approaches to performance management
- Performance management should allow for the development
of a shared understanding about goals and targets
- Feedback helps us to understand what we should
bring forward within the organisation
- We can't quantify all forms of performance
- Creative leadership
- Value of ideas
- Creative leadership
- Managers want to unlock discretionary effort
- Can put a lot of pressure on
employees and managers
- Form-filling exercise?
- Form-filling exercise?
- Feedback helps us to understand what we should
bring forward within the organisation
- 4 stages to a performance management approach
- Definition of business role
- Planning performance
- Delivering and monitoring
- Formal assessment/reward
- Definition of business role
- Hotel Chocolat
- Happiness alerts
- Don't always praise the right person
- Gives
recognition
and rewards
- Don't always praise the right person
- Happiness alerts
- Appraisals
- Monitoring performance and
motivating improvement
- 360 degree appraisal
- Considers the views of the line manager,
peers and subordinate employees
- Provides a fuller picture of performance
- Gives deeper feedback
- Highlights potential
learning/development needs
- Bias from peers
- Provides a fuller picture of performance
- Considers the views of the line manager,
peers and subordinate employees
- Gives employees a chance to air their views
- Still formal enough that they may feel they
can't be entirely honest
- Still formal enough that they may feel they
can't be entirely honest
- Monitoring performance and
motivating improvement
- Goals setting
- When we set goals for ourselves, this
motivates superior performance
- All goals need to be personalised and this might be hard when we also want to achieve organisational goals
- All goals need to be personalised and this might be hard when we also want to achieve organisational goals
- Are SMART targets too restrictive?
- DREAM targets
- DREAM targets
- Too difficult to achieve with a
big workforce?
- Communication can get lost if an
organisation is too bureaucratic
- Communication can get lost if an
organisation is too bureaucratic
- When we set goals for ourselves, this
motivates superior performance
- Underperformance
- Reasons for underperformance includes lack of
skills/knowledge, personal problems or poor
engagement, commitment or motivation
- Corrective action
- Retribution, rehabilitation,
deterrence
- Retribution, rehabilitation,
deterrence
- Informal warning, formal
written, final written, dismissal
- Reasons for underperformance includes lack of
skills/knowledge, personal problems or poor
engagement, commitment or motivation
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