The first step to effectively managing people’s performance is to clearly define performance standards. This can be done with the following documents:

a) Position Descriptions

b) Company code of conduct/employee handbook

c) Standards and procedures

Position Descriptions

Position Descriptions need to be active documents that outline the main duties and responsibilities required by the position. Included should be the scope of position, tasks, activities, responsibilities, accountabilities and any personal and professional qualifications required in the role.

Position descriptions should be written with the consultation of major stakeholders including managers, supervisors and employees. This is to ensure that the job description accurately reflects what is required by the role and that there is a clear understanding by all the stakeholders on the scope of the position.

Company Code of Conduct

• The company code of conduct may be outlined in individual policies or as an employee handbook.
• It relates to a set of standards that all employees within the company regardless of position are expected to follow.
• Included could be customer service standards, grooming standards, internet and e-mail policy, bullying and harassment policy and work place health and safety standards.
• Staff members need to follow the company code of conduct to support the brand and desired culture of the business

Standards and Procedures

• Standards and procedures break down the job duties into detailed step.
• Standards and procedures are used to ensure that tasks are done through the most efficient and cost-effective methods
• Where possible quantifiable measures should be included in standards and procedures i.e. The buffet setting should be completed to the outlined standard by 5.45pm. or a minimum of 20 sales calls need to be made and recorded per day.‍
• Standards and procedures are a tool used to achieve consistency and give clear direction to employees on what is expected.
• They should be easily accessible for reference as and when required.
• As workplaces change due to either internal or external influences, standards and procedures need to be reviewed and updated as appropriate
• Up to date standards and procedures are important for anyone new to a role or temporarily filling a position as they outline not only what is required but also provide the “how to” detail.

Think about your workplace.

Which of these documents have you used in the work place?

What must be done to ensure that these documents are effective and not signed and filed as dust collectors?

How often and who should be reviewing these documents?

‍
Need help conducting performance reviews? Reach out today! Contact (07) 4051 737 or send us an email at hr@hrdynamics.com.au