Virtual HR Department

Managing Performance

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A significant part of managing employee performance involves recognizing and rewarding good performance. It is important to not fall into a trap where, as a manager, you spend all of your time dealing with poor performers. The '80/20 rule' can easily apply here, as 20% of your employees, especially poor performers, can occupy 80% of your people-management time.
While it is critical to effectively address poor performance, it is also important to recognize those who meet and exceed their performance objectives, and reinforce this positive behaviour. Reward and recognition can be as simple as saying 'thank you,' 'well done' or 'good job.' Recognizing outstanding performance in front of an employee's peers is also a very effective tool to recognize the employee and motivate others to strive for similar recognition. It is important that, when providing this type of recognition, the employee's co-workers are not put down or criticized; the focus must remain on why and how the employee has been outstanding and worthy of recognition, not that 'the rest of you should be more like Diane.'
Formal recognition of outstanding performance should be included in performance appraisals and can be acknowledged through compensation programs (e.g., merit increases, annual bonus, etc.), training and development opportunities, and so on.
There are also many programs that can be implemented to offer additional reward and recognition. Explore the Reward and Recognition section of this website for program ideas and samples.