Performance management systems are a resourceful means of organizing your team.
Human resource departments ordinarily develop the guidelines for hiring, managing and reviewing employees. As you prepare to step into the incredibly rewarding industry of residential assisted living, how do you plan to measure ongoing employee performance?
Performance management systems are great for evaluating compensation, awarding bonuses, and acknowledging ambitious employees. A quality performance management system ensures that job candidates are comfortable with the company’s employee review process. Performance management systems outline job descriptions, evaluation standards and timelines, and corrective measures. These systems provide an agreed upon objective between employers and employees.
Employee performance management systems must include measurable goals based on the operation of your residential assisted living home. The executive management team of your residential assisted living home should develop performance goals.
These goals are meant to emphasize, highlight and strengthen positive and productive workplace behavior.
PERFORMANCE GOAL REWARDS
Many people are driven by financial awards alone, but other employees aren’t motivated solely by money. Listed are a few examples of performance goal rewards used by most businesses:
- Extra vacation days
- Employee banquets
- Awards and recognition programs
- Compensation increases or bonuses
Don’t let the expense of performance rewards raise red flags – huge capital is not required. Employee rewards can consist of low-cost items as well.
WHY ASSISTED LIVING BUSINESSES NEED PERFORMANCE MANAGEMENT SYSTEMS
Performance management systems are the best way to sustain employee productivity, improve efficiency, and increase effectiveness. In addition, it can stimulate healthy competition amongst employees, which can encourage enhanced quality care in assisted living.
Properly supported employee competition has the potential to rectify minor problems without the direct or intense involvement of management. Performance management systems are proven techniques that any residential assisted living home can put in place to advance and enhance the business.
USE EXPERT INSIGHT FOR ORGANIZATIONAL OBJECTIVES
Experienced consulting firms suggest unique information that offers valuable resources that are specific to each business.
Expert consultants are able to help your residential assisted living business with organization objectives in 4 areas of performance management.
- Help develop employee review systems
- Make suggestions for optional performance rewards
- Evaluate ideas for improving overall company performance
- Set criteria for evaluating worker productivity
Consultants enable assisted living homeowners to guide performance to suit their business needs.
Organizational objectives allow managers to evaluate employees in ways that are relevant to the overall organization’s goals.
DEFINING OBJECTIVITY IN PERFORMANCE MANAGEMENT
There can be no biases in an effective employee evaluation system. Establishing an objective system of evaluation removes subjectivity. As a result, favoritism and nepotism are less likely to thrive. Objectivity also empowers employees to thrive with clearly defined standards and helps encourage employees that they are being measured with equality
Performance management is not an annual appraisal meeting, neither is it not just a form used for measuring performance and productivity. It is the process of creating a positive and productive work environment, which brings out the best qualities in every employee.
Performance management outlines interactions with employees at every level of work life – it is a strategic process designed for growth and development.
COMPONENTS OF A PERFORMANCE MANAGEMENT SYSTEM
Performance management systems for residential assisted living homes should contain specific components. However, it is important to remember that it is the overall system that matters – individual components only serve the greater system.
Although the complete list can be more exhaustive, an effective performance management system should include at least the following 10 components:
- Develop clear job descriptions.
- Conduct thorough interviews to narrow down your pool of candidates.
- Select appropriate staff using a comprehensive employee selection process.
- Negotiate requirements and outcomes between the employee and their new manager.
- Provide ongoing education and training as needed.
- Provide on-going coaching and feedback.
- Conduct quarterly performance development planning discussions.
- Design effective compensation and recognition systems.
- Provide promotional/career development opportunities.
- Assist with exit interviews to understand why valued employees leave the organization.
HOW TO GAIN THE GREATEST SUCCESS FROM YOUR RAL HOME
As noted above, residential assisted living homes gain greater success when they have clear systems of operation and a well thought out performance management system aids in this success.
Learn more about the RAL industry and what it takes to make this a profitable business. The Residential Assisted Living Academy is here to support you today.
Gene Guarino and his team of assisted living experts will teach you everything you need to know during the 3-day training course.
