We chose to call our SaaS “Perfecting Employee Performance” because the difference between “perfect” and “perfecting” is the effort, the work, and the becoming. Perfecting Employee Performance is all about the steps taken on the journey toward perfection.

There are three primary steps to Perfecting Employee Performance:

  • Communicate Expectations
  • Coach for Success
  • Recognize Results

Communicating Expectations

The PEP process begins by establishing Performance Goals and Performance Metrics (i.e. Performance Competencies). Goals are what you want your employees to do. Metrics are how you want them to do their jobs. These are the expectations you set for your employees. PEP makes this simple because employees can see exactly what they are as soon as you create them.

Performance Metrics cover all of the daily aspects of the jobs, such as Productivity, Teamwork, Problem Solving, Quality, Quantity, People Management, etc.

Performance Goals are unique to a particular employee, such as the goal for an Accounting Manager to close the books by the 15th of the month, or for a Marketing Specialist to develop a marketing campaign, get it approved, and launched by the end of the quarter.

Coaching for Success

Coaching is where leaders should spend the most time managing employee performance. It begins when a manager discusses expectations with the employee and establishes Performance Metrics and Performance Goals. Coaching continues as the manager observes daily actions by the employee that should lead to achieving those metrics and goals. If actions are not moving in the right direction, the manager coaches the employee to realign actions. If actions are moving in the right direction, the manager provides positive feedback. This happens almost daily during the entire performance period.

Perfecting Employee Performance makes it simple to document these frequent interactions. The PEPtalk feature of the SaaS is accessed by managers and employees alike. PEPtalk is a permanent record of all interactions for the performance period stored chronologically.

Recognizing Results

While coaching is critical, it is not everything that is needed to successfully manage performance. At the end of the performance period, employees assess their own performance by rating themselves against the Performance Metrics. They also rate the results of their achievements with respect to their Performance Goals. The manager then assesses the employee’s achievements. Using PEPtalk, both employees and managers can easily recall what took place during the year to include in their assessments. These tools provide the means to recognize results, whether those results are positive or negative; and this is why recognition of results is so important:

Performance measured improves performance. Performance measured and reported, quickens improvement.

The persistent and systematic application of Communicating Expectations, Coaching for Success, and Recognizing Results within PEP will set your employees on the path to perfecting their performance. With these three steps employee performance management is made simple and, as Leonardo da Vinci said, “Simplicity is the ultimate sophistication.”