AND SALES, SAYS
(INSET). SHE HAS
MORE THAN 25
YEARS OF EXPERIENCE IN ADVISING
HUMAN RESOURCES ISSUES.
You hear all the talk about performance
management in the media, but how does it
impact your operation?
BY LORI KLEIMAN
Retailers need employees who are effective and engaged, and we hope that, as adults, our employees will take responsibility for that on the job. Unfortunately, that isn’t always the case. Still the question being asked today is: Is performance yours to manage? Team productivity and sales are two of the most important
aspects of your organization. Performance management is about creating a connection between the two. When feedback is provided effectively, employees will see the link between what they do and what the store
needs from them to be successful. They will understand what needs to
be done and how it impacts the whole organization. Ultimately, driving
profits to the bottom line is the reason it’s worth your time to provide
meaningful feedback to your team.
Studies indicate that today’s employees do not want their performance managed, but they are craving feedback. Employee feedback has
a very real place in your organization. It ensures that:
• Employee performance is aligned with your goals;
• You meet the very real obligations you have for compliance
• Employees are engaged and excited about your organization;
• You have a plan for the future of the employees and the
• You are supporting your employees’ desire to do a great job and;
• Employees’ activities are aligned with your strategic objectives.
The focus today has moved toward frequent conversational feedback sessions and a limited reliance on formal documentation. Major
business publications regularly publish research about the changes in
performance management, and we see their processes implemented today in businesses of all sizes. The days of the annual review are over—
with the speed your business is changing, goals set 12 months ago are
obsolete before you know it.
Ideally, a monthly sit-down with a manager and an employee will
serve your organization well. The monthly meetings can be very con-
versational and last just 10 to 15 minutes. The real goal is to ask, “How’s
it going, and what can I help you do to be successful?”
While it can seem overwhelming to meet with employees monthly,
quarterly meetings are generally workable for most managers and will
still provide an acceptable level of engagement with your team. If you
decide on quarterly, at least have an informal “Hi, how are you?” with
your team members monthly, or conduct a group meeting monthly to
discuss what employees see and what you need.
Consider your current performance review program, and update it
to meet the needs of your team and the trends for effective management
we see in 2017. Most important, be sure that the time you are spending
on performance management is driving engagement from your team
and profits to your bottom line.
Lori Kleiman of HR Topics is a business expert with more than 25 years of
experience advising companies on HR issues. Her background as a human
resources professional and consultant gives her unique insight into how HR
professionals and business owners can work together effectively to achieve business goals. Her programs are designed to provide critical HR updates and best
practices to small businesses.
Be sure that the time you are
spending on performance
management is driving
engagement from your team.
—Lori Kleiman ]