Help please!- performance management

I agree with @fisicx - start by throwing in your own thoughts and ideas and people will start to contribute their own.

That said, the question itself is very much geared to 'corporate' style business, so the opinions of dmall business owners (ie most of this platform) will be slightly astray from what you are expected to provide

I'm not sure the questions as phrased make any sense without the individual business context. 'Business owners' is also a very subjective title. 1st year uni student being tested by the staff to see how they think? A very common trick to put students into categories, because the response you got here is the intro to a module on research - where the obvious questioning method used to generate data fails badly. Information collection without context is always pointless. In fact, even the word employees needs defining. It's a term that in the strictest sense excludes people on short contracts, contractors, self-employed people and others who in a different context, might be employees, when from the HMRC perspective, absolutely not. I pay six people who do work for me regularly, but none technically are my employees. My interpretation of performance from each of them depends on what they do. One is not coming back for future jobs. She performed well enough, but simply isn't as useful as one of the others, who is less qualified, and learns very slowly. How would my data help you?

I'm not even certain performance management is something I actually do?

liajessica said:

Hi all, I'm currently studying a business management degree and would REALLY appreciate help from some business owners, just by answering a couple of questions!
1) How do you define or measure high performance from your employees?
2) What performance management processes do you use?
3) Do you think performance management increases high performance?
Any answers would help me out immensely, and as I said would be so hugely appreciated.
Thanks!

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The questions are too generic, they would be very different for different positions, i.e. Sales would be much different to Production worker

On paperwork, I list my job in drop downs as a production manager, which is what my contracts often say - however, it does make surveys meant for factory type production not work at all as expected, and I normally fill them in when they've got my contact details by bad research, so my responses make the research are often using the 'other' category - which is also the sign of a poorly constructed research document when other is always an option. Questions generate answers such as "only when they have to pay for makeup themselves" or "marks and Spencer's pants are usually higher at the front and sides than Primark." or my favourite "He wasn't gay enough". All these answers were 100% genuine when you are a theatrical production manager. Even worse, an assistant stage manager is not actually an assistant to anyone, but totally independent. A Stage Manager might never set foot on the stage, and the Deputy Stage Manager is frequently in charge of me, who is his line manager. We can't use actress any longer, but we segregate make and females historically, so female actors and male actors are different. We even have toilets that for practical purposes are segregated, but are not for paperwork. I love my businesses weirdness, but it makes a huge mess of paperwork.

liajessica said:

Thanks all for your responses, completely understand all of your points! Correct, i should have provided more info/context but I didnt want to write a post that was too long!
So, in terms of employees this is individuals that are directly employed by you, no contractors or anything like that. The size of the business doesn't matter, however I do appreciate these are maybe more corporate policies in general.
Do you hold regular meetings or even informal chats with your employees to see if they are performing their tasks (whatever the job role is) to the standard you expect, or if there is anything that needs picking up on/supporting? And if so, do you think this improves their overall performance within their role?
Again, any answers are hugely appreciated.

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You still haven't given any thoughts of your own