Managing Performance
Managing Performance involves the processes and activities designed to assess, improve, and communicate employee performance, including performance improvement plans, compensation, promotions, and termination processes.
Purpose
To ensure that team members are supported in achieving their best performance, aligned with organisational goals, and that there is a clear, fair process for rewards and consequences.
- Aligns individual performance with organisational objectives.
- Promotes a culture of continuous improvement and accountability.
- Enhances employee motivation and engagement through transparent processes.
- Ensures fair and equitable treatment of all employees.
Context
Industry Context
In the tech industry, where talent is a key competitive advantage, managing performance is essential for attracting, retaining, and developing top talent. Companies that effectively manage performance can drive innovation, improve productivity, and maintain a high-performing workforce.
ZeroBlockers Context
“When a person is not doing his job, there can only be two reasons for it. The person either can’t do it or won’t do it; he is either not capable or not motivated.” - Andy Grove
ZeroBlockers is built on the assumption that everyone can perform well if they are motivated and have the right support. The Performance Management System in ZeroBlockers is designed to provide clear expectations, regular feedback, and opportunities for growth and development.
Methods
| Method | Description | Benefits |
|---|---|---|
| Continuous Feedback | Continuous assessments of employee performance against agreed objectives. |
|
| Running Performance Reviews | Periodic evaluations of employee performance, often tied to compensation and promotion decisions. |
|
| Performing Compensation Reviews | Periodic evaluation of employee salaries, bonuses, and other benefits. |
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| Promotion Processes | Criteria and procedures for advancing employees to higher roles. |
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| Termination Processes | Procedures for ending employment in a fair and respectful manner. | Ensures legal and ethical handling of separations |
Anti-patterns
- Lack of Clarity: Not defining clear performance metrics or expectations.
- Inconsistency: Applying policies unevenly across different team members.
- Avoiding Difficult Conversations: Not addressing performance issues promptly.
