Performance management of property employees

Performance management of property employees

Performance management refers to the management method that managers and employees achieve organizational goals by encouraging and helping employees achieve excellent performance on the basis of their understanding of goals and how to achieve them. Next, I will bring you the performance management of property employees. Welcome to read, I hope it will help you.

First, the concept of employee performance management

(A) employee performance management process

Performance management refers to the management method that managers and employees achieve organizational goals by encouraging and helping employees achieve excellent performance on the basis of their understanding of goals and how to achieve them.

The process of employee performance management is divided into four stages, namely, performance planning, performance implementation and counseling, performance evaluation and feedback, and performance application.

(B) the responsibility in the process of employee performance management

1. Enterprise Human Resource Management Department

(1) Design, organization and implementation of performance management system;

(2) Providing performance management tools, training and supporting performance management skills;

(3) Accept and feedback employees' complaints and implement performance results.

2. The employee's immediate superior

(1) The employee's direct supervisor is the person directly responsible for employee performance management;

(2) Communicate with employees, make performance plans, conduct performance coaching, performance evaluation and feedback performance results, and determine the application scheme of performance results.

3. Employees

(1) Communicate the performance plan with the immediate superior, and solicit opinions from the superior;

(2) Implement my performance target plan.

Second, the employee performance plan

(A) employee performance planning cycle

(1) Performance planning cycle refers to the time required from planning to performance evaluation, which can be divided into monthly, quarterly, semi-annual and annual.

(2) According to different positions, different planning periods can be determined. For example, the project manager can be half a year, and the director of the management office can be quarterly.

(B) the content of employee performance plan

(1) The main performance objectives of property project employees come from the decomposition of performance objectives of the management office, and different positions undertake different performance objectives and determine the measurement standards.

(2) The performance objectives of property project employees include: income, profit, expense collection rate, debt collection rate, customer satisfaction, employee satisfaction, equipment intact rate, security (anti-theft, fire prevention) degree and so on.

(3) The supervisor should communicate with employees continuously and reach an agreement on the following contents:

① What should employees do? Why do you want to do it? (target project)

② To what extent should the work be done? When will you finish the work? (Target value and evaluation criteria)

③ How do you need the assistance and support from your superiors?

(3) Matters needing attention in formulating employee performance plans

(1) Performance targets should be set as quantifiable indicators as possible.

(2) The number of performance targets should be 5-8, neither too much nor too little.

(3) The weights of performance targets should be evenly distributed and should not be too large or too small. Generally, the maximum is not more than 30%, and the minimum is not less than 5%.

Third, employee performance coaching.

(A) the purpose of employee performance coaching

The purpose of performance coaching is to track employees' performance progress, prevent problems or solve them in time, and help employees achieve performance goals. It runs through the whole performance management process.

(B) Staff performance coaching methods

1. Staff performance coaching method

Mainly adopt formal or informal communication methods.

(1) Communication problems in weekly or monthly meetings of the management office;

(2) Formal face-to-face communication between employees and communication with employees' personality problems;

(3) Communicate informally in time when problems are encountered in daily work inspection, and solve problems on the spot.

2. Matters needing attention of performance coach

(1) At ordinary times, we should pay attention to collecting performance-related facts, observing and recording good or bad behaviors.

(2) When communicating with employees, we should not only pay attention to the aspects that need to be improved, but also pay attention to the aspects that are well done.

(3) Matters that need to be clarified and agreed in the communication process:

① Determine the existing problems and reasons of performance;

(2) Guide employees to formulate methods and measures to solve problems;

(3) Determine the required resources and support matters.

Fourth, employee performance evaluation.

Contents of employee performance evaluation

The content of employee performance appraisal is the target items and target values in the performance plan, and irrelevant items should be avoided.

When evaluating employee performance, avoid personal assumptions or inferences based on daily collected data, financial data and customer data.

Five, the use of employee performance

The application of employee performance is mainly in salary, career development and ability training.

The application of (1) in salary: First, the current floating salary is directly linked to employee performance results; Second, the adjustment of employees' salary is linked to employees' performance results.

(2) Application in career development: First, get promotion opportunities or give more challenging positions; Second, possible demotion and post adjustment according to performance results.

(3) Application of ability training: First, give outstanding employees more training opportunities to improve their abilities and lay a good foundation for future promotion; Second, employees with insufficient performance should be given necessary ability training or replaced with suitable jobs.

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