What is the Performance Management ?

The Performance Management is the art and science of the management of the workforce performance guiding the action through the activation of virtuous circles capable to stimulate the organisation itself to achieve strategic objectives by constantly improving their own performance, while minimizing costs. It is a process for establishing a shared workforce understanding about what is to be achieved at an organisation level.

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4prόodoς – our Performance Management Solution – is a great work environment where to build the best “workout plan” tuned with your needs and goals, showing exactly what to do (and when), and at the same time, measuring the progress and motivation of all those involved in enterprise business processes.

More than twenty years of experience in workforce management for call centers, field operations, sales force helps us to share with you that PM professionals are typically results-oriented individuals. They are always asking themselves “how do I measure my success and that of my team?” The answer is never simple. The process of PM doesn’t work in total isolation it is an integral part of the enterprise machine.

.Here are some best practice tips that we would like to share with you:

• Define the purpose of the job, job duties, and responsibilities.
• Define performance goals with measurable outcomes.
• Discuss how the goals support the accomplishment of the organization’s business plan, the department’s objectives and so on.
• Don’t forget to involve all management chain since often managers can feel that new processes are too time-consuming
• Each of these steps is taken with the participation and cooperation of the employee, for best results.
• Maintain a record of performance through critical incident reports.
• Provide the opportunity for broader feedback. Use a 360-degree performance feedback system that incorporates feedback from the employee’s peers, customers, and people who may report to him.
• Develop and administer a coaching and improvement plan if the employee is not meeting expectations.
• Examine how the employee is performing against all criteria, and think about areas for potential development.
• Assuming performance is satisfactory, establish a development plan with the staff person, that helps him grow professionally in ways important to him.
• Provide automatic communication tools to avoid unnecessary overworked
• Discuss performance but also results of quality surveys of selected areas of development and improvement.
• The supervisor discusses future performance based on Predictive engine analysis and suggests ways in which the staff member might further develop his performance.
• Agree upon standards about Revenue & Recognition principles and recognize the revenue immediately upon completion of the activities every Quarter.
• Remind the employee of the consequences connected with continued poor performance.