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How to perform performance management in the company?

Understanding how this methodology works contributes significantly to its application. However, several actions need to be taken. Below, we list the main ones. Check out!

Motivate your managers

Leaders and managers need to be engaged and have total commitment. They are the example for other professionals and, therefore, facilitate the support of the rest of the employees.

Count on IT help

The performance management process is performed by HR, but IT is worth it, because you will need to search for and implement new tools. With the help of a specialized professional, you can choose a good option and integrate with legacy systems (ie, the software already used and that provide essential services) more quickly.

Clearly define the objectives

The goals to be achieved and the strategies outlined must be very clear. The OKR (Objective and Key Results) methodology can help. The idea is to delimit this issue from the deliveries and implement an agile management model. In addition, it is still possible to better integrate the teams through the objectives.

Engage employees from the start

The recommended thing is to show everyone that performance management is an opportunity for professional growth and training. This understanding usually eliminates the natural barriers that arise among professionals. In addition, without knowing how the evaluation will be carried out, the employee tends to repeat the mistakes that hinder their development and the success of the business. That is why the manager must develop an Individual Development Plan (PDI), which will outline behavioral and technical goals to be followed.
Empower employees and managers

Performance management must be a very transparent process and everyone must understand their role to increase the chances of success. Thus, managers must be able to provide constant feedback and contribute to the professional development of individuals. Employees need to align their goals with those of the company so that they feel motivated and satisfied.


What are the main challenges of performance management?


The demand for a change in organizational culture coupled with continuous work is what guarantees the success of this approach. However, there are still challenges to overcome. Knowing how to identify them is the first step in overcoming them.

Therefore, we cite below the main challenges that you must face when applying this practice in your company. Look!

Lack of integration between the tools used

Performance management requires the use of tools that are not always aligned with strategic planning, organizational culture and HR management systems. The necessary integration is, therefore, one of the main obstacles, because it can lead to problems in the communication and forwarding of information, in addition to impairing the effectiveness of the management process.

Make a mistake in the design of performance management

This question may seem strange, but it concerns the needs of your company. Performance management is often applied along with the tools, but they are unsuitable for the business. The result? None.
Ideally, you should check internal demands to design the best strategy. Using some reference is a good alternative, but the model should never be copied in order for the project to really work. To ensure that needs are met, consult with stakeholders and ask what they miss. Whenever possible, take the opportunity to test the process and improve it.

Ignore market dynamics

Performance management is often based on goals defined at the beginning of the year. However, the dynamics of the market may require new precautions. Therefore, it is important to review the objectives and ensure that they are strategic for the organization.
This aspect is especially interesting for software industries, which are constantly changing. In this case, the loss of opportunities is a real risk. By working with flexible goals, you ensure continuity of operations and the effectiveness of the process.


Delay performance feedback

Feedback must be constant, but this rule must be taken seriously. This means that whenever a problem occurs, it must be discussed with the employee to avoid its repetition. Otherwise, the incident can be aggravated and even lead to a long-term dismissal.


Disregard individuals when offering rewards

Individuals are different and must be treated as such. Using performance reviews based on ranking and goals to conduct remuneration decisions is not always a good idea. Currently recommended is to adopt customized experiences so that the professional feels valued. This measure also helps in retaining talent. In short: knowing what performance management is is essential to make a good assessment and ensure the continuity of good results in the company. This approach is a trend around the world and has several benefits for your company. And you, already apply this idea in your business or have any questions? Tell us by leaving your comment!

Implement Competency Management

Competence-based management is an approach in the HR sector in which the company's future is strategically planned from the people involved in internal processes . The idea is to discover the talents of these professionals, in addition to retaining the best in their teams. With this management, everyone can collaborate based on their particular skills and duties. Thus, it is possible to solve problems of administration of employees and of the business management itself, as a whole. If this concept is still very new to you, don't worry. In this post, we will show you how it works and how it can be implemented, as well as some of its main benefits. Continue reading to check it out!

The operation of management by competence

First of all, we must keep in mind that human capital is today one of the main competitive advantages of a company. Knowing this, it is easy then to understand the importance of encouraging these employees to present the necessary skills to accomplish their challenges in the shortest possible time.The best way, in this sense, is to develop an organizational culture focused on innovation and process improvement. And this is where management comes back to the skills that employees already carry with them, due to their experiences and particularities.

The company can detect these qualities based on three pillars, defining how much an employee is able, or not, to perform a certain function. Are they:

• knowledge - what, in theory, the person knows about the company's area of expertise and the position itself; • skills - what the person is able to perform in practice; • attitudes - the ability to perform job functions and other issues, such as posture in the workplace and determination. These three requirements can be applied and investigated with an organizational bias - aimed at the company and the team of employees, as a whole - as well as individual, with a focus on each of the professionals. In fact, competency-based management is a mix of these two capabilities, and depends on both to keep the business competitive.

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