It is not an easy task to measure performance management system effectiveness. There are various aspects to consider when evaluating the performance management process.
Human resources should focus on measuring employee performance as well as managing performance, the efficiency of the manager-employee relationships, if the performance goals are being achieved or the levels of employee engagement and satisfaction.
It is a task more complex you might initially assume. Therefore, it is important to dedicate the necessary time and resources to make sure your evaluation is going to help you evaluate the current situation, identify the areas necessary to focus on to improve the performance of your business and develop an adequate strategy to reach those goals.
Research the best practices and appropriate measures to inform yourself what success looks like in performance management in general and your industry. It is important to dedicate time to research to understand what success looks like.
Examine success stories of companies similar to yours, explore and analyze the current performance management trends to provide yourself with a comprehensive understanding of the best practices.
What is it that your company attempts to achieve? Are you trying to improve organizational performance or individual performance? Or are you focusing on increasing employee motivation and engagement?
In order to make the plan effective it is important it is specific, measurable, achievable, relevant and timely. To find out more about how to set such a SMART goal read our essential guide for SMART goals.
Once you have established your goals you need to define measures to identify if your objectives were met. Some of the usual measures of performance management effectiveness include:
At the end of the day increasing profitability and growing revenues is the aim of every business.
It is calculated as the total output of your employees divided by the hours worked.
Assessing the quality of goals; how SMART are they, and whether or not are they aligned with the wider organizational objectives.
What is the response rate to the employee performance reviews? How many of your employees successfully set their goals? Does management provide constructive ongoing feedback?
Evaluating and measuring the levels of employee engagement will provide you with an ample understanding of the effectiveness of your performance management process.
If there is a significant number of negative performance reviews and underperforming employees it is a sign that there is something wrong with your performance management system.
It is the number or the percentage of the employees that leave your organization and need to be replaced. The rate can help you evaluate the cost to hire for budgeting purposes and highlight issues with management.
It is based on three questions;
The employee rates each of the questions on a scale of 1 to 10 (one being the lowest score and 10 the best one). The Employee Satisfaction index is then calculated as ES= ((question mean value ÷ 3) – 1) ÷9*100
Based on the baseline you calculated and the benchmark you can justify if you are satisfied with the performance or not.
Remember to acknowledge and celebrate success. Even if you are satisfied with your performance it is important to track and assess the progress on a regular basis. Performance management is a process that should be continuously measured and adjusted to meet the everchanging needs of your employees and business.
Develop a strategy and set new goals on how to improve the deficient performance or problems in your performance management process. Make sure to make the new goals specific, measurable, achievable, relevant and with a clear timeline.
However, we are aware that implementing change in your organization can be challenging. Hence, we have created a guide to help you implement change in your organization.