Many organisations apply a performance monitoring system. At Future FM it has always been an expectation of senior management that management and mid-office staff should be evaluated through a performance evaluation system that is complete with targets and a tailored feedback system.
However, we have noticed that these systems do not really function effectively, and do not provide proper feedback to colleagues. This is why we have started to improve the system’s efficiency.
We provide training for colleagues who undertake the evaluation process so they can correctly prepare themselves for an assessment meeting and learn how to conduct it properly considering all of its features. We have also created a short written handbook about these tools.
We provide daily feedback to our employees. We also review our current position in the light of our objectives during short, bi-annual discussions. Our year-end assessment has not one, but two purposes. On the one hand, we measure the employee’s whole-year performance, attitude, workplace and personal improvement, and on the other we allocate and discuss next years’ targets and development orientation, and we formulate and disseminate the leader’s expectations. As this can never be a scheme that perfectly suits everyone, the feedback is unique and completely customized to each participant. For this very reason it is personal and effective.
