How to Build a Performance Management System for Your Team

Managing your septic, sewer, and portable restroom business without the proper systems can hinder your growth due to inefficient processes and confusing workflows. When your objectives and the steps to achieve them aren’t clear, you spend considerable time putting out fires rather than driving your business’s growth.

Having a performance management system that implements effective, continuous communication between you and your subcontractors or employees enables you to:

• Improve workplace productivity
• Set clear employee performance metrics
• Align business objectives with job descriptions
• Get insights into employee and business expectations

Performing the traditional end-of-year reviews can lead to misalignment between objectives. Ongoing communication between managers and employees improves planning and provides clarity on carrying out job duties to achieve your business’s goals.
Here’s how to build a performance management system that helps you avoid frustration from seeing your team members feeling unengaged and delivering poor results.

Identify and Communicate Your Business’s Objectives

Start with outlining your business’s priorities. You can set your goals quarterly, bi-annually or annually, but ensure you leave enough room to be flexible and adjust according to the market. Setting your goals by checking that they are specific, measurable, achievable, relevant and time-specific helps you highlight crucial objectives better.

After identifying your business’s objectives, draw out the job descriptions of each team member and clarify the link between the tasks and your goals. Ensure that each task is tied to your overall desired business outcomes.

When employees see and understand how their role affects the organization, they can better highlight how to improve their performance. You can also get better insights into your team members’ performance by asking them about the following:

• What processes do they have a hard time executing;
• Specific parts of the workflows that you can improve;
• The tasks they feel are not tied to the business’s goals.

Addressing these points helps you get your team members’ unique perspectives on how you can improve processes and makes it easier to align your business’s goals with their performance.

When your employees see that you consider their views, they can engage better with work deliverables because they understand the significance of their tasks on a higher level. After everyone is on the same page regarding the business’s objectives, you have successfully taken the first step in building your team’s performance management system.

Develop a System That You Can Implement

Now that you have outlined your company’s goals and how they align with employee performance, the next step is to assess your available resources to implement the right system. You can address factors like the skills and training your team members need to perform better and what you need to adopt the new system.

If you have a current performance management system, evaluate it with the insights you gained from the first step, and improve areas that can help you set performance benchmarks and define what success means for your team.

Remember that a competent performance management system requires effective communication. Including open spaces that help employees understand that they are stakeholders in achieving the business’s objectives motivates them to spot processes that need to be optimized.

Track your system’s results and compare them with industry standards to stay agile and improve so you can meet your employees’ needs and satisfy your clients. Also, work on adjusting your performance reward to inspire team members to do remarkable work.

Determine Your Performance Reward System

The fitting reward can motivate your team members to perform better. While more compensation can seem like what they need to be more effective, asking them what perks or mode of feedback they prefer can increase their engagement and improve their performance results.
Some employees prefer to be recognized for getting the job done excellently. In such cases, you can implement a team member of the month to openly acknowledge their efforts and inspire other members to improve their performance.

Other benefits you can consider include covering costs for career-driven courses, paid leave, or better work tools. Ask your team members how they wish to be rewarded when they perform well to provide the right incentives to drive your business growth.


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