Performance Management Techniques That Increase Sales

Employee performance is the primary reason for success of a business in every industry. Customers might be crucial stakeholders, but employees make the foundation. So, the companies need to ensure to stay on top of management practices. These practices intend to boost loyalty, satisfaction, and productivity among the workers.

Good interpersonal relationships, constructive feedback, and teamwork sum up productivity. Therefore, a large part of the job duties of human resources (HR) revolves around performance management. The aim is to create a productive space where employees can work to the best of their abilities.

Why do Employers Need Performance Management Techniques?

Employers need to assess their employee’s work. It helps them evaluate how employee performance is facilitating their business goals. The main objective of the whole tracking process is to help staff grow.

Performance assessment is the first step to that growth. It includes evaluating the motivation and morale of the workers. The evaluation occurs through meetings or performance appraisal sessions.

Performance management does not benefit the organisation only. In fact, it ensures the growth of those tied to this process. Therefore, performance management solutions level the grounds between managers and employees. Employees receive detailed feedback about their performance and are evaluated based on those results.

Effective Approaches to Managing Performance

The performance management plans are unique to the industry and its organisational objectives. But, to get you started, here are the two basic approaches:

The Behavioural Technique

In some settings, the employees, as a team, strive to accomplish a goal. Here the behavioural approach sits appropriate because measuring individual results can be difficult.

For this approach, the managers evaluate employees based on their efforts. The feedback communicates their current behaviours versus the organisation’s expectations of them. If there is a gap between where they are and where the company would like them to be, essential coaching and training become compulsory.

The Results-Oriented Approach

This method is applicable where performance metrics such as meeting a sales quota, clocking billable hours, or reaching specific call statistics are easy to quantify. Therefore, you can say that this approach focuses on both the quality and quantity of an employee’s performance.

Techniques for Managing Employee Performance

Most performance management techniques aim to get the most out of every employee. However, it is essential to remember it is not an overnight process. We have a few straightforward tips for you to apply throughout the process to improve the outcome.

Start Slow and Steady

Instead of rolling out the process to every department simultaneously, try the new system with a single department.

Set a standard goal template and then edit it to fit each department one by one. Several modern performance management tools have made this step easy. They have included goal templates that are already 80% complete. Such applications offer broad visibility and easy access, so completing or modifying a goal takes seconds.

Standardise and Automate the Process

Every employee should follow the same process and be evaluated against equal standards. It is one way to ensure fair dealing. However, managing a large group of employees individually throughout a continuous cycle can get challenging. In such a situation, modern automated software solutions prove to be a valuable asset in performance management where an individual employee’s performance against a given parameter can be tracked.

360 Degree Feedback Surveys

This performance management technique allows managers to evaluate someone against their peers. The feedback provides insight into their strengths and the areas they need to improve. This technique is relatively effective for start-ups or newly recruited. It can provide them with an understanding of how their way of approaching tasks differs from more experienced employees.

Let the Employees Have a Say

In addition to frequent monitoring, listening to your staff is an effective way of evaluating your strategies. Try finding out how everyone feels about the process, from the entry-level to the executive level. Address questions like:

  • Is continuous performance management helping them with their jobs?
  • Is the company performing any better with people more in touch with their goals on a rolling basis?
  • To what extent do employees retain the taught information?

You can implement HR metrics to develop a story of how the new system is working for your company.

Ongoing Training Culture

Things are in a continuous process of changing regardless of what you are selling. The market may shift due to a global pandemic, or a viral video may drastically increase demand for a specific product.

Therefore, your workers can benefit from a simple brush-up on the fundamentals with the aid of ongoing coaching. Besides, if you use the continuous training method, keep a comparative check with the review process the year before.

Revisit Your Process with Clear Goals

Employees within a company can have several personal goals and objectives. So, leaders need to be very specific and precise with their strategies. The goals should cascade from top to bottom and be clear to everyone. Moreover, remember to tick off the objectives as soon as they complete so that everyone is aware.

A manager should keep the organisation’s time goals in mind when designing a performance management plan.

Once you are clear on the goals, start monitoring the employee performance continuously. You can develop a training or mentoring program to fill the identified skill gaps.

Rewards and Compensation

Just like every other process, the reward is an essential component of this process. It not only boosts morale but also promotes a healthy work culture.

Recognising an employee’s effort and positively reinforcing them for their hard work encourages them to do even better for the organisation. The compensation can be in the form of bonuses, thank you cards, token gifts, public recognition, or through an employee rewards program.

Wrapping Up

Performance assessments can add great value to the company’s culture and reputation. It improves employee engagement and, consequently, business processes and outcomes. However, the process is not only about performance reviews but the entire concept of performance goals.

The companies that think of it as an atrophied muscle and flex it once in six months are bound to suffer. On the other hand, the ones that exercise it all the time make their organisation stronger. The performance management techniques outlined in this article will give you ample idea to improve your team’s performance and help them reach their desired level of satisfaction and career growth.

Managing Remote Employees: 12 Tips for Manager

Your team manager may find it challenging to supervise remote workers, mainly if you recently switched to remote work. But if you have the correct tools, managing remote teams isn’t challenging. This article discusses tips for managers to manage remote employees.

12 Tips That Can Be Adopted by Managers to Efficiently Manage Remote Workers:

1. Set Clear Expectations

Expectations apply to all businesses, whether employees are based locally or electronically. Keeping staff informed will help them stay focused on the same objectives.

You should be explicit about your expectations for work hours and availability. You should also be clear about the communication system and punctuality of meetings. Also, set expectations for important projects and deadlines, scheduled meetings, and email responses.

2. Be Available to Give Them Help

Working remotely presents several obstacles for many employees who are still getting used to it. Such challenges include time management and a healthy work-life balance. They also deal with social exclusion and loneliness.

Be proactive and watch for any warning signals rather than waiting for the problem to get worse. For instance, you can mail a remote team member to see whether everything is alright. This can be done if they are running behind schedule and missing deadlines.

For effective teamwork and morale, it’s also crucial to provide remote workers with support at every level. Recognise the cues your staff may be giving you and assist them if something is seriously bothering them or if they are feeling unwell.

Additionally, it demonstrates to them how much they are valued. This then fosters an environment of candour and empowerment among staff members.

3. Use User Provisioning Tools

User provisioning tools are used for managing user access to IT applications. User provisioning tools are necessary for businesses to keep records of user data. These data include personal data, account histories, or application credentials.

Employees and administrators can use these private records to store rules and information. User provisioning tools also have automated user provisioning capabilities.

Automated user provisioning helps to automate processes like account creation, modification, and deletion. User provisioning tools enable managers to manage employee lifecycle changes efficiently. They can manage changes like onboarding, promotions, or termination.

Provisioning tools and remote tools have a lot in common. Additionally, these products frequently offer SSO/federation or password management capabilities.

4. Have Individual Check-Ins

This may seem obvious if you have a small team, but it’s important to spend one-on-one time with each team member. Ideally, your team won’t require constant monitoring. But everyone must understand they can turn to one another for necessary support.

As a manager, giving your staff a place to talk about any issues they feel uncomfortable bringing up in front of others is crucial.

Think about scheduling once or twice a week 10- or 15-minute one-on-one meetings with each member of your team. Make sure your team is aware of your availability outside of those hours in case anything arises. Holding frequent check-ins will help evaluate employee performance and track their productivity levels.

5. Have General Weekly Meetings

It’s crucial to electronically gather your whole remote staff at least once a week in addition to weekly one-on-ones. Team meetings are presumably already held once a week or every day, thus, they shouldn’t change while working remotely.

Here are some pointers on conducting productive weekly meetings with your remote crew.

  • Ensure connectivity: Technology is both a giver and a taker. Determine the best way to hold weekly meetings for your complete team, and make sure everyone is aware of how to participate and communicate.
  • Humanise: Have fun with your team. Create a professional atmosphere.

6. Use the Right Remote Project Management Software

When everything is housed under one roof, your culture of remote teamwork will thrive. And you can accomplish this by using remote project management software. It helps to schedule activities, projects, and even personnel. What you can do using project management software is as follows:

  • Maintain and manage timesheets
  • Communicate with your dispersed team
  • Keep track of project progress
  • Monitor productivity
  • Exchange information in real-time

To track the development of each project, you can use tools like ClickUp, Trello, and Asana. These technologies assist you in delegating duties to various members of your remote workforce. They provide you and your remote manager with a rapid overview of all your projects.

As a result, you may determine whether the remote workers are hitting the project milestones required. And, if not, whether any workflow bottlenecks need to be resolved.

7. Use Appropriate Remote Communication and Tools

To effortlessly stay in touch, a distributed team often uses various communication methods. These include email, video conferencing, and instant messaging. Some of the many remote communication tools you’ll require are detailed below:

Tools for video conferencing let you use video calls to conduct distant meetings and conversations. Consider Skype and Zoom.

Platforms for instant messaging make it easier to communicate with your team and share files. They are helpful for chats and speedy responses as well. Examples include Microsoft Teams and Slack.

Tools for real-time collaboration and cloud storage make it simple to share data with distant team members. Examples include DropBox and Google Drive.

8. Use Time Tracking Tools

Using time monitoring software, you can monitor how much time employees spend on various tasks and projects. You can also examine each employee’s output using thorough daily and weekly reports.

It also allows you to send distraction warnings to employees if they haven’t been working for a while. And finally, you can obtain attendance records. These records detail whether each remote employee is present, on time, tardy, or absent.

9. Focus on Outputs

You must take a backseat and allow your staff to handle things however it works best for them if you want to manage your team effectively remotely.

Give an employee the freedom to work best in the afternoon rather than the morning. Higher employee satisfaction, engagement, and productivity may result from doing this. Trust your remote workers to do the task without micromanaging them. This helps to train them for leadership positions.

10. Do More Video Calls

Video conferences assist distant workers in becoming more accustomed to one another. It also enables teams to pick up on gestures and visual clues.

Employees can better get to know and feel more comfortable with their co-workers. Implementing frequent video calls helps to communicate with your employees and foster teamwork.

11. Celebrate Employee Success

Recognising excellence in work can help reduce the isolation that comes with remote work. This employee appreciation might come in the form of compliments. They can also be benefits, bonuses, promotions, or gifts of gratitude.

This helps convey the expectations of the company. It also makes each employee feel as though their participation matters.

12. Socialise With Your Remote Team

Although communication techniques have advanced significantly, face-to-face conversations remain superior. This is the reason why several distant teams decide to meet up in person once or twice a year.

Meeting the team in person helps remote workers build stronger relationships and trust. You might hold virtual pizza parties in place of regular get-togethers. This can be done by delivering the food to each employee and then hosting the party via video call.

Alternatively, you may organise online team-building exercises like a weekly trivia competition. The categories, time, and level of difficulty can all be changed. Long-term productivity results can be strongly impacted by social activities and team development.


Managing remote workers has unique difficulties. Simply apply the finest management principles discussed in this article. These tips will help you effectively manage your remote workforce. Once you do, you’ll see how productive and healthy remote work can be for staff members as well as the bottom line of the business.

New Management Approaches and Methods in the Market

Business and consulting are coming up with new and inventive methods to handle the firm’s operations in light of difficulties. They attempted previously to create more and more precise measuring instruments, whereas modern techniques place a higher emphasis on employee development and growth.

Consider some ideas that may bring you new viewpoints whether you are managing a law firm or an online ecommerce platform.


Finally, for the first time, the technique was clearly stated in the Agile Software Development Manifesto, which was formed as a counterweight to sequential phases of analysis and construction of long-term plans, implementation of the latter, and handover to the client. The traditional approach to project management strives to reduce uncertainty whereas Agile embraces it as a given. There are many exciting opportunities with brands such as CasinoChan bonus.

When the goal is small and valuable to the client, change management happens in sprints. This allows you to put together a workable comprehensive strategy. In order to obtain an operational figurative connection, the client is involved in the group’s operations throughout the process.

To get a general idea of ​​Agile, consider the first section of the Manifesto, which is called Values ​​(Values) and includes four ideas:

  • To build an agile process, work should be based on meetings, communication, interaction, and not individual work with the product.
  • Creating a working product is more important than instructions on using it.
  • Cooperation with the customer is more important than compliance with formalised procedures and contract requirements.
  • Being ready for change is more important than sticking to the original plan.

Agile is not a management technique; rather, it encompasses the ideals and principles that govern successful businesses in today’s changing market environment. The manifesto had a long-lasting influence on many firms throughout numerous industries, including IT (NEC, CANON, HONDA, EPSON, etc. employ Agile methods), manufacturing businesses (Agile principles are used by BSC and KPI). BSC and KPIs are being integrated with Agile concepts in search of effective answers.


Mintzberg’s CoachingOurselves technique was developed with the notion that long-term, fundamental changes in an organisation occur little by little, and that they cannot be imposed by a dogged effort of will. They appear to develop inside the company, and change management appears to be like a gardener’s work.

As a result, both the first managers and workers play an essential role in transforming the company. The former establish conditions for progress and development to take place. The latter, rather than shifting responsibility to supervisors, get involved in the operations of the organisation in order to improve it.

The strategy is a replacement for off-the-job employee training, which includes management company education (master of business administration). The firm improves its teamwork and is always on the lookout for new ideas by combining new knowledge with co-worker’s and refracting through real-world experience.

The CoachingOurselves approach aims to help and inspire team discussions, discussions, and disputes in order to analyse job situations and share knowledge. Using this method, you may identify and eliminate ineffective, harmful habits; identify new methods to overcome difficulties; produce win-win synergy.

The basic essence of the approach is:

  • The management provides an opportunity once a week or two for interested employees to gather for an hour and a half for educational meetings.
  • Depending on the organisation’s needs and employees, a conceptual topic is selected for discussion.
  • The meeting agenda involves obtaining new knowledge and discussing it through the prism of the company’s experience.
  • Between meetings, employees have the opportunity to try to apply new knowledge in practice and share it with colleagues.

The involvement of personnel in the analysis of organisational situations and new knowledge leads to an increase in the executive initiative, organisational changes, coordination of activities, and team development.

The technique has been successfully implemented into current growth efforts and corporate strategies and is also employed to address the company’s most important challenges.