How to Create Employee Performance Standards
As a business manager, you need to guarantee your employees are pulling their own weight. An important part of a successful workplace is one that consistently encourages and achieves high performance standards. Communication is a big part of making this happen. When you clearly express your expectations and convey consequences, your employees will realize the seriousness assessment plays in their careers. Just make sure when you create your employee performance standards that they are fair, targeted and progressive.
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Instructions
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Creating Employee Performance Standards
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Determine average performance levels based on current employee performance. Make sure when doing this, you only compare employees with similar experience. Drawing an average from the entire employee pool is practically useless.
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Use the average performance level as a minimum standard for all employees in said experience bracket. By placing the "average" as a bare minimum, you are making a serious statement about the need for business growth. This should encourage a more dynamic work goal environment immediately.
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Make long-term goals for sales and performance, so that the "average" performance is only average at the current point in time. To remain viable, business must grow and become more efficient. Building profit growth into the performance standard system makes growth an inherent expectation. Success, in short, becomes the new model.
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Counsel workers who fail to meet the performance standards about their need to improve. Letting employees slide will only undermine the system you have put in place, and possibly encourage poor morale among the general workforce.
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Establish a mentoring system between more experienced, successful employees and newer hires. This is an excellent way to delegate managerial responsibility while building a sense of employee-owned success; the more accountability your employees take for the company's success, the stronger the business model.
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