As a manager, you are critical to the success of the organisation. Not only do you assist staff in understanding their role within the organisation, assist them in their development, and monitor their work to ensure it is satisfactory, but you also create organisation culture.
The saying that ‘people join organisations but leave managers’ has been verified by a number of recent studies. It is performance management-related activities that influence how much effort employees put into their work, as well as their attitudes and commitment to an organisation. Good managers produce high-quality, effective workers who are engaged with their work and want to remain in the organisation.
Managing performance is a key part of the ongoing communication process between you and your staff.
It has to happen every day in order to:
~ clarify expectations
~ set goals
~ provide guidance and feedback
~ develop skills and knowledge
~ advance career development.
More broadly, managers must also take responsibility for the following elements.
Ensuring person-job ‘fit’
Carefully match people to positions. Employees who are good at their work and enjoy it are better performers.
Maintaining a positive relationship between the employee and the organisation
Manage perceptions of the organisation and senior employees by explaining organisational vision and strategy and the actions of decision makers; encourage innovation; ensure employees understand the benefits of working in the organisation; and emphasise its positive features.
Ensuring employees understand their ‘fit’ within the organisation
Create an understanding of how an employee’s work helps the organisation to achieve its goals, and help
them feel that you and the organisation value them.
Encouraging a culture of performance
Promote open ‘two-way’ communication with employees; be flexible and support employees when something does not go to plan for no fault of their own; and encourage innovation.
Helping to build networks amongst talented employees
Allow employees to work together and share areas of expertise, creating job-focused networks that help meet work objectives. New skills and ideas and higher ambitions and goals increase employee engagement.
Demonstrating commitment to employee development
Helping employees to achieve their future career goals is important. Talk about career plans and help develop knowledge and skills in their current position that might be useful for future job opportunities.