HLT-313v Week 5 Topic 5 Discussion 2

The assignment in this topic required you to develop a performance management plan for a hypothetical new allied care organization in your field. What regulatory standards will apply to your organization? What accreditation standards? How will these regulations affect the development of your plan, and what measures will you take to ensure your organization is in compliance?

You are required to use and cite a minimum of two references from the GCU Library to support your response.

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A performance management plan

Introduction

You’re a great manager. You know how to motivate your employees, you have a vision for the company and you make sure everyone is working toward that goal. But, what if there was an easy way to do all this? Well, there is! A performance management plan can help managers who want to be better at their jobs but don’t know where or how to start. In this article we’ll go over some basic tips for creating a performance management plan based on my experience as both an HR professional and manager myself:

Establish goals and expectations

Before you can begin to set goals for your team, it’s important to define what success looks like. You should also consider how these goals will be measured and if they are achievable—and if not, why not?

Goals should be clear and measurable. They should also be specific and achievable. If possible, make them align with the company mission statement or other strategic priorities (e.g., growth). Goals may include:

• A specific improvement in performance (i.e., increase sales by 10%)

• Meeting certain standards/quantities of work completed per month or quarter (number of defect fixes produced)

Explain the company mission

Think of the company mission statement as your vision, and then build that into your performance management plan. It’s important to explain what your goals are and how they relate to the company’s mission. For example:

• Explain how you’ll measure success by measuring results against these goals. For example, if one goal is “We want our employees to be happy in their jobs” then you can see how this relates to employee engagement measurements such as turnover rate (or voluntary quitting). You might also look at other factors like morale or satisfaction surveys from previous years so that you know what kind of data for reference when looking at recent trends.*

• Talk about why this particular goal matters; maybe it’s because it aligns with something else on the list that needs improvement first? Or maybe there was already an opportunity where someone else could have done something differently but they didn’t take advantage of it because they were too busy focusing on other things instead?

Give employees access to training opportunities

Training is a great way to help employees develop. It can be provided by the company, or by third parties. For example, if you’re hiring someone new into your organization and they don’t have any previous experience in their current role, training could be an excellent way for them to learn what it takes to succeed in that position. Training should be tailored based on individual needs so that everyone has access to what they need at any given time—and it should never cost more than necessary!

Involve employees in decision-making

As the manager of your team, it’s important to involve your employees in decision-making. They should feel that they are part of the team and that their opinions matter. Some ways you can do this are:

• Give them opportunities to make decisions. If something comes up where there is no clear answer, let them vote on it or give them some other way of making their voice heard.

• Make sure they understand why you’re making certain decisions and how those decisions affect them personally as well as your organization as a whole (and not just one department). If something goes wrong—or if something works well—it’s helpful for people who work closely with each other in order for everyone involved (including managers) know what’s happening behind closed doors so any problems they might encounter can be resolved quickly without too much hassle!

Set regular one-on-one meetings with employees

One of the most important things you can do for your employees is to meet regularly with them. Whether it’s in person or by phone, this will help you get to know each employee better and understand what they’re doing well and not so well. You’ll also be able to discuss their personal goals and needs, which will provide valuable insight into how best to support them on their journey towards success.

You might want to set up a regular meeting schedule like this:

• Once per quarter – Discuss performance reviews (this is usually done at the end of each quarter). Ask questions like “what went well?” & “what could be improved?” Try not to focus too much on mistakes because that might make people feel bad about themselves—but if there are any issues needing attention then address them quickly so that everyone knows where things stand now before moving onto bigger challenges later down the road.”

Being a great manager is about caring for your employees and helping them grow.

Being a great manager is about caring for your employees and helping them grow. It’s about listening, communicating effectively, working well with others, making decisions and delegating effectively.

As you can see from this list of skills, it’s not just about having knowledge of the job; it’s also about being able to apply that knowledge in different situations. This means that managers need to learn how to motivate their team members so they do good work at all times—and if there are any problems or conflicts within the department or company as a whole then everyone needs support from their leader so they can reach an agreement on how things will be done moving forward into tomorrow!

Conclusion

We hope that this article has given you a good understanding of how performance management plans can be used as a tool to help you manage your employees. It’s important that you set goals, communicate them clearly with your team, and then track their progress over time. If you do this correctly, then employees will know exactly where they stand in relation to their target position (or any other goals). This kind of transparency helps build trust between managers and those whom they manage—so long as everything is handled properly!