What's the biggest secret about performance management? Performance management actually works!

There are many reasons to regularly appraise the performance of employees: Determine salary increases, correct performance problems, provide a pat on the back for a job well-done, develop future goals, open lines of communication, and even develop a document trail for corrective actions or terminations.

But how about increasing profits, generating stronger market share, better cash flow and greater stock value?  Studies have shown that most of the top performing firms in the U.S. take employee performance management very seriously.

Kiesling HR consultants work with you to design a program "tailor made" to support your corporate strategy, mission, vision and values.  We assist with the following:

• Determine the Purpose of the System - Assess training needs, provide performance feedback, allocate salary dollars, encourage development, justify terminations, etc.
• Top Management Commitment - Management's belief that constant, consistent feedback is critical to company success.
• Job Description Development - Ensures that all employees are clear as to what their job entails and what their expectations are.
• Develop Evaluation Criteria - Identify exactly what performance to encourage and which to purge.
• Policy and Form Design - Good forms cover 3 essential elements: 
  • Results - What the employee accomplished;
  • Behaviors - How they went about doing it, and;
  • Goals - What is to be accomplished during the next review period.
• Determine the relationship of pay to performance
• Provide Effective Training - Evaluators should be trained in how to administer the system, how to provide feedback while avoiding biases, etc.  Employees need to know how to self-appraise and develop goals.

Let our experts help you get started.