Resolving Performance Issues in the Work Place Aug 23rd 2015 Workplace Performance How to Improve Workplace Performance The workplace is becoming more competitive, and there is an increased need for employees to meet performance standards. So, performance management, both formal and informal, has come to the forefront of human resources. By providing an overview of weaknesses and strengths to the employee, he or she can enhance their skills and better meet their potential. Formal performance appraisal Over time, even the best employees may slip up on their performance or lose sight of objectives. Formal performance appraisals are a sure-fire way to ensure that employees know what is expected of them. Many companies choose to formally conduct these once a year or every six months. There are many benefits of formal appraisals, which include documentation of met/unmet expectations and suggestions for improvement, and an in-depth discussion about performance. Some downsides to this kind of review include high costs and turn-around time for test results. Sometimes, employees may also feel uncomfortable in this setting, which can have a negative effect on morale. However, most companies see that the good outweigh the bad. Informal performance appraisal Informal performance reviews are much more casual and may include a simple meeting with a boss or supervisor. These meetings allow issues to be resolved quickly and the relationship between boss and employee to be strengthened. The remedy of relationships in the workplace is the most important aspect of reviews. A happy workplace is a productive workplace. Some things that may lead to decreased productivity are: poor health, issues at home, stress, tension among co-workers and dislike of job tasks. A few downsides to informal performance appraisal include less documentation and infrequent discussion. Informal reviews are usually performed on an “as-need” basis. Bottom Line By actively involving upper management with employee performance through appraisals, a more consistent standard of expectations can be met. And, if you’re proactive about performance problems and have the right tools, you can reign in even the most difficult employees.