Guest blogger: Tom Phillips, Human Resource Manager, Thomas Edison State College
In the world of higher education, a great deal of attention is paid to facilitating student success, and the goal of any institution is to equally develop its faculty and staff. However, for a variety of reasons, this development may not be the case. But empowered employees, those who truly engage, lead and transform an organization, are those who make student and institutional success a reality.
One of the most common reasons why performance management initiatives fail is that managers see the processes and systems that surround performance management as overly complex – something designed to add to their workload rather than facilitate an effective employee management and growth strategy. For some managers, performance reviews can be viewed as cumbersome, an infringement on their time, and generally unvalued. However, when performance reviews reflect success in achieving the organization’s overall goals with relevant expectations, employees are generally happier, more successful, and more productive.
Learning how to engage your managers and help them participate effectively using the tools available to them are the first steps to a successful performance management program. Once the process is established, continuing to participate via coaching and other activities throughout the year, and measuring the impact and effectiveness of performance, are extremely beneficial. Defining a clear path can help you get started.
When defining review programs to manage and monitor evaluations, creating a fair, consistent and compliant evaluation process across all departments, divisions and campuses is invaluable to performance management success. Having co-reviewer and multi-reviewer options, year-round communication between managers and employees documenting accomplishments and changing expectations, and variety of other tools will help increase satisfaction and productivity by providing clear expectations and greater accountability. These tools will ultimately establish a solid foundation to the performance management process.
By accurately documenting employee performance, you’ll be able to identify your top performers and pinpoint areas for improvement –without manager bias. This is the stepping stone to a winning, top performing organization.
I will be speaking more about performance management at the PeopleConnect user conference on May 22 Please join me!
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