Young managers need to focus at all times and the fact is achieving anything requires focus! Many people don’t achieve what they set out for simply because there are distractions on the journey and sometimes people don’t know when they should reach the goal or objective. For the objective to be achievable, it has to be….
A Specific objective … The Manager has to know what to do and focus on results.
It has to be Measurable … How does the young manager measure the progress?
Is the objective Realistic? Does the young manager have the resources or skills? And
Time based. The objective should be time bound … It is critical.
Effective people management practices apply to all organizations irrespective of the size, culture or industry. Performance objectives improve performance and employee satisfaction and make dealing with a whole range of employee issues a whole lot easier.
1. Setting Performance Objectives or Standards
It is important to identify, discuss and agree with employees on their role in the organization and the clear performance objectives. Help them identify their individual performances and understand how they contribute to helping the organization achieve its corporate objectives and strategy.
Agree and implement a range of monitoring methods which measure actual performance against the agreed objectives or standards. Staff members should be encouraged to self monitor their own performance. Young Managers should provide support with this as much as necessary. Develop a set of objectives based on performance agreements and what they think meets the organization’s objective. This ensures that employees’ objectives are linked to the business and to the company’s corporate strategy or business plan.
3. Performance Review
Hold review meetings with each member of the staff. Share feedback on performance and focus on his achievement, progress and development. Identify the barriers to effective performance, performance objectives and standards. Use the outcomes from the monitoring methods to implement them. Discuss job satisfaction and areas for improvement.
4. Dealing with Under Performance
Identify any areas of under-performance with the employee. Work together to gain agreement from the employee towards future improvement in performance. Discuss and agree on performance improvement strategies.
5. Performance Appraisal
Each employee’s performance objectives has to be defined. Embed the performance objectives into the current appraisal system. The first step would be to complete the company’s appraisal or review procedure to the standards and deadlines agreed upon.
Performance evaluation is an opportunity to share commendations and recommendations and review goals and expectations, as well as reviewing the past year’s performance. The goals and objectives you set with an employee depend on the length of his employment, his job function and responsibilities and the overall business goals of the organization.
Accuracy is a key skill necessary for a wide range of careers. If an employee is habitually making errors, create a goal to increase his accuracy by some percentage, in time for his next evaluation.
Creativity helps companies stay ahead, constantly coming up with new strategic ways to market or develop new products. Set goals for your employees during the appraisal and evaluations, to take the lead in presenting ideas to their team or company. Employees in leadership or executive positions should take the lead in setting new goals and in innovation.
To be eligible for promotions, employees should constantly hone their skills and their expertise in their fields. Set goals based on obtaining training, education or certification to make an employee’s more effective at the job.
Team work is essential and inevitable in an organization whatever the size of your workface. Employees should be able to work independently or as part of a team on projects, presentations and customer service. If the employee has a hard time producing results or participating in a team atmosphere, specific exercises or training sessions should be offered to improve their skills.
Goals should be set so the employee knows that action is required and can plan his work. Multiple deadlines should be staggered.
Objectives must be realistic and not impossible to achieve otherwise the employees may be de-motivated. Neither should they be set below his capabilities.
The objective should be within the skills and capability of the employee.