Implementation

Write the performance management procedures

When your proposal is already approved, you can write the procedures and forms. You might have already done this at the earlier stage if your organization is small. In a larger organization, you will need to write:

1. An induction manual or training program for supervisors who do performance reviews.
2. A procedure.
3. A system of getting feedback from and giving feedback to employees.
4. A system of recording performance reviews, including any follow-up actions and recommendations.
5. A system of getting senior management’s expectations of change in staff capability and getting feedback from and giving feedback to them.
6. A system of reporting staff capability to senior management.
7. A system of evaluating the performance review system.

After writing draft procedures, get someone else to check them. They need to be clear and concise enough for other people to be able to follow them with no other explanation. You might also need to get your supervisor to approve them. Other hints:

• Provide for ongoing two-way communication between the performance manager, the employee, key stakeholders, and clients.
• Develop inclusive processes to respond to the needs of all the kinds of people, position types and employee working styles in your organization.
• Be flexible enough to allow for changes in the organization’s operating context and strategic direction.
• Detail options for dealing with inappropriate, over- or under-performance.

 

Implement the system

As you go, consult key stakeholders and listen carefully to what they say. You need maintain their cooperation to implement the system.

Give people information and advice so that they will effectively implement the new system. You might need to give coaching or training.

Monitor anything else that affects performance management processes and respond appropriately. These may particular events or external or internal trends, for example, emerging HR development needs, growth, downsizing or organization restructuring, or opportunities for outsourcing. It can also include changes in financial or political circumstances, legislation, core business, aspirations of customers, or labor market.

Adjust processes if necessary. If a changeis major, you will probably need permission from your supervisor. This is normally the case if legislation changes because senior management (and ultimately the board) is responsible for legislation compliance.