How to Communicate Your Performance Management Process to Employees

Communicate Your Performance Management Process to Employees

Making a performance management process is not easy, but that is not the tricky part. What matters is: How to communicate a new performance management process to the employees? 

There is always an element of friction when it comes to the acceptance of anything new. And this subject is not an exception to this rule. However, if done carefully, performance management communication can help the management receive less resistance from the employees. 

But What is a Performance Management Process?

The Performance Management process is the way for an organization to evaluate the performance of its employees. The primary aim here is to ascertain that the employees are meeting their personal growth levels and their goals and objectives. 

It also helps the employees and the management to set clear goals, standards, and performance dimensions. Thus, it is a significant aspect of employee performance and management.

So let’s look into some tips to make the performance management communication process smooth. 

Tips for Performance Management Communication

Here are some great suggestions.

Don’t force it upon them

Your employees are the support system of your organization. When you are introducing a new process of evaluation, you have to make them understand. Your employees are your team members — prove this through your actions. 

Don’t just force your new plan upon them. Instead, discuss the potential of the new process with your employees, make them part of the conversation. That would help in making the process stable.

Communication is the key

You have come up with a whole new performance management process for your employees. Now, make sure you are communicating every aspect of it effectively within your organization. You and your employees need to be on the same page. And this is achievable only through proper communication. 

The goal should be to encourage two-way communication in the entire organization. That means you have to ensure your employees are participating equally in the discussion. This communication is a sign of healthy work culture in an organization. 

Ask them to be a part of the process than asking them to follow it

Your employees are your team upon which you are relying. So treat them like one. For example, when you are introducing a new evaluation method for their performance, they may feel opposed. So instead of asking them to follow your commands, ask them to be a part of it. 

That is how you develop healthy work culture. Your employees want to feel respected. Take your chance to show them that you respect their opinions.

Give some time to adjust

Whenever you are introducing anything new, you need to give enough time to the people to adjust. Your employees are no exception. You have to ensure you are allowing them enough time to understand the changes. 

Performance management has varied aspects to it. The employees and the administration are equal components of the same. Don’t put unrealistic expectations on them with regards to the immediate adoption of the new process. 

Take out time to answer their questions

Within an organization, changes come along with a lot of resistance. And when you are coming up with a new performance management process, it is sure to raise many questions, such as:

  1. What: What are the differences between the previous and the new process? 
  2. Why: Why was there a need to introduce a new method altogether?
  3. How: How is it going to impact my personal growth in the company?

So, take out the proper time to answer your employees. Remove every kind of doubt that they may have towards the implementation of the new method. 

Add in some incentives to motivate them

Performance management is not only a dreadful thing for the employees. The management equally is dreaded by its thought because they have the responsibility to make its implementation smooth.

Incentives are the best encouragement for all employees. You can use it too to motivate them to adapt to new changes in the management. By incentives, it does not only refer to some gifts or allowances. It can be anything from team outings to games or team lunch, and so forth. 

Conclusion

Performance management is a process of evaluation of the employee’s work. Its main goal is to ensure an environment for people to work efficiently and effectively.

But anytime you introduce a new performance management process, chances are high that your employees will not welcome the change. The above mentioned points are some of the ways to help reduce the chances of such resistance. 

You, as part of the management, have to ensure your employees are satisfied with your decisions. It not only helps you get desirable results but also inculcates a healthy working culture in your organization.

Leave a Reply

Your email address will not be published.

This site uses Akismet to reduce spam. Learn how your comment data is processed.

Energize Virtual Team Zoom Meetings
Previous Story

7 Ideas to Energize Virtual Team Zoom Meetings in 2021

How to Reduce Bias In Your Hiring Process
Next Story

10 Practical Ways to Reduce Bias In Your Hiring Process