What IHRS can do to drive high performance in your organisation?
Help your managers set clear goals and expectations – Ensure personal goals in some way contribute to the achievement of the organization’s high-level goals. Give your managers and employees (since they should participate in writing their own goals) annual training on how to write effective goals. It’s not an easy skill to master, and we easily forget how to do it well. And make it a priority in your organisation to regularly communicate the progress and status for high level organisational goals.
In terms of setting expectations, make sure managers and employees review goals set for the year. Use organizational and job-specific competencies to clarify expectations and help describe what it takes to be successful in a role.
Help managers to provide regular feedback. Have managers provide both formal and informal feedback and recognition. Managers should clearly tell employees what they are doing well, and why the behaviour is valued (impact on team, organization, customer, etc.).
Feedback should clearly tell what behaviour needs to change/improve and why (impact on team, organization, customer, etc.). Feedback should include a specific example of when the behaviour in question was demonstrated (no generalizations!).
By investing in your employee’s development, you ensure your organization has the built-in knowledge skills and experience it needs to succeed, both today and tomorrow. It’s also a critical way to drive up employee retention.
Managers (and HR) should engage employees to identify the learning activities most appropriate to their needs.