A performance management and engagement strategy are more than just a one-and-done thing. It’s an ongoing journey that should be based on the individual employee, business goals, environment, and performance. There are many techniques available for engaging employees and ensuring high performance.
One such strategy is employee recognition. People need to learn that employee recognition directly impacts performance and satisfaction levels in the workplace. With the right approach to recognition, employees can feel valued, motivated, and connected to the organisation. But how do you recognise employees effectively? In this blog, we will cover the whys and hows of employee recognition in performance management strategies that will help you unlock the power of engagement and performance.
Why are performance management and engagement treated differently?
- With performance management and employee engagement viewed as two distinct concepts, employers treat them differently.
- Performance management is focused on improving individual performance and productivity, while employee engagement is the attachment and commitment of the employee to the job, colleagues, and the business.
- Traditional performance management takes the form of an assessment to highlight areas of improvement, whereas employee engagement emphasises two-way feedback that focuses on the needs and motivations of employees.
- Performance management is about making employees more productive, whereas employee engagement motivates employees to strive for better performance.
Performance management and employee engagement aim to increase employee engagement to improve their performance and overall satisfaction. However, it should be noted that both efforts are essential for any organisation looking to be successful.
How does engagement affect performance?
High employee engagement is linked to improved individual task performance, organisational performance, and extra-role performance. These positive outcomes result from employee engagement’s positive impact on employee morale and discretionary effort and its association with higher levels of job satisfaction and motivation.
Another key driver of employee engagement is their relationship with their manager. Employee-manager relationships can significantly impact employee engagement, morale, extra-role performance, and workplace culture.
In particular, employee-manager relationships can positively influence employees’ feelings of being valued and treated fairly. These relationships also play a role in employees receiving feedback and direction. And lastly, effective employee-manager relationships are critical for employees to have a strong working relationship between employee and manager. This relationship has positively influenced employees’ morale and discretionary effort.
Working in high-engaged organisations can be rewarding and enjoyable for employees. But it comes with hard work. Engaged employees are those who are fully invested in their organisation’s success and prioritise their employer’s interests over their interests — they believe that the interests of their organisation are more important than theirs.
Engagement ensures employees are highly invested in their organisations’ mission, values, and goals. This level of involvement leads to an increased sense of responsibility within an organisation, leading to more remarkable performance.
Your people don’t hate performance reviews. They hate how they’re done
There has been a positive association found between engagement and employee performance. In addition to individual interpretation, organisational performance has also been shown to be positively impacted by employee engagement.
One way engagement can result in extra-role performance is by motivating employees to do more than their regular job duties. When engaged employees feel passionate about their jobs and committed to their organisation, they are more likely to put discretionary effort into their work.
Another way engagement leads to extra-role performance is by creating a productive working relationship with a manager based on mutual respect and trust. This respectful connection can lead to better performance. Meta-analytical studies have consistently shown that engagement positively affects employees’ contextual performance, highlighting its contribution to overall business success.
The key is changing the way we talk about and manage performance
Performance management systems provide clarity and guidance to employees, helping them understand their roles’ expectations. By tracking performance and giving feedback, performance management systems help employees improve the way they perform and achieve success. Performance management software can also enable managers to assess and measure employee engagement with the help of metrics such as employee satisfaction surveys and performance assessments.
In addition, performance reviews provide feedback to employees and help them set goals that align with the company’s mission. In addition to measuring employee performance, performance reviews help managers identify areas for improvement and develop specific training programs to support practical work performance.
By combining performance management with employee engagement, organisations can effectively manage employee performance and ensure the business meets its goals.
How to combine engagement and performance management?
There is a thin line between performance and engagement. Both are vital to the overall performance of an organisation. However, they are two things that can’t be easily integrated into one.
When employees are engaged with their work, it leads to higher performance levels. At the same time, employees involved in their work are happy and motivated to perform at their best. It improves individual performance and boosts team dynamics and overall business results.
It has been seen that employee sentiment among high-performing teams is more favourable than others. This indicates that employee satisfaction and motivation can be increased by tracking employee sentiment and identifying pockets of disengagement among employees.
But it would be best to have software for managing processes and insights through performance management software. This will help organisations track employee performance more accurately and make informed decisions regarding development plans, compensation, and training programs.
High-engagement teams have been found to outperform the rest in 11 business outcomes, such as financial growth, retention rates, and customer satisfaction. Thus, organisations should consider integrating performance management software with employee engagement to manage processes and improve outcomes effectively.
Check-in with employees regularly
Regular check-ins with employees create a constant feedback loop and enable timely solutions. Regular check-ins with employees can help organisations understand how well their performance management systems work and what needs improvement. For example, organisations can use these check-ins to identify employees who need to be more engaged in their work or perform below expectations and develop strategies to address the issue.
It is also critical for organisations to integrate employee engagement initiatives with performance metrics, such as cost reduction goals or revenue targets. If an organisation aims to create engaged employees, it must ensure that its performance management system reflects this goal. An engaged workforce is intellectually and emotionally connected to their organisation and motivated to perform at a high level.
Use recognition and 360° feedback
Recognition and 360° feedback can help manage employee performance. Recognition is a standard management tool that recognises employee performance. It can be formal (such as an annual performance review) or informal (such as peer feedback). In addition to recognition, 360° feedback surveys provide employees with a complete assessment of their manager’s competency. This type of feedback helps employees develop and improve their skills and promote their professional growth.
In addition to formal feedback surveys, employee engagement software can generate reports and perform data analytics to help managers make informed decisions about employee performance. By combining recognition and 360° feedback, organisations can create a culture that promotes engagement and performance at work.
Discuss personal growth and career goals
Fostering a positive and healthy work environment ensures employees are engaged and productive. Performance management and employee engagement are essential to doing this. Highly engaged teams outperform the rest in 11 business outcomes, including productivity, turnover, and profitability. Employee engagement is related to employees’ extra-role behaviour, such as volunteering or taking extra training. Companies can use behavioural economics to boost employee engagement and progress.
Leaders should focus on understanding how performance management and employee engagement truly affect the workplace and use strategies to solve issues for long-term success. Organisations can increase performance and improve employee retention by effectively managing performance management and employee engagement.
Support workplace education
Performance management and engagement are vital for any organisation to achieve its goals and stay competitive in today’s market. Workplace education initiatives, such as training courses, employee mentor programs, and other forms of support, can help employees set and achieve practical goals for personal development.
This can lead to improved individual productivity, reduced burnout, and absenteeism. Higher employee engagement can help organisations achieve their goals by reducing turnover or turnover costs. Traditional management interventions such as close supervision or motivational talks often prove ineffective because employees become demoralised about their performance. Instead, performance management strategies that build employee trust can increase motivation, enthusiasm, and goodwill towards the organisation.
Take a strengths-based approach
Employee engagement is the motivation to perform well at work, a passion for the job, and a personal connection to the team and organisation. High employee engagement is critical to organisations as it can lead to increased profitability. Organisations with an engaged workforce can increase profitability by up to 21 per cent. Employee engagement is about more than just being happy and satisfied at work; it is about doing your best work every day. It’s about putting discretionary effort into your job and showing up ready to contribute.
Employees must feel valued and treated fairly to stay engaged, which can be challenging in today’s workplace. So, organisations must foster a culture where employees feel heard and appreciated. To engage with “my manager,” employees must have a strong working relationship with their direct supervisor, including feeling valued, being treated fairly, receiving feedback and direction, and having a solid working relationship.
Employee engagement and performance go hand in hand. To unlock employee potential, you must create a culture of engagement across the organisation. Besides, employee engagement helps improve performance because it supports greater employee engagement, which leads to better retention of talent, improved customer satisfaction, and enhanced profitability for your business.
Implementing some of these employee engagement and performance management strategies can optimise employee engagement levels and boost performance. Achieving employee engagement isn’t always a linear process. It takes time for employees to understand their role in achieving organisational goals, but once they do, it becomes easier for them to stay engaged.
Tweet to Plum.