A property management firm with fewer than 50 employees has its advantages and disadvantages when it comes to managing employee performance. On one hand, individuals in small organizations usually have closer relationships with each other and with their supervisor, work rules are often more flexible and forgiving, and employees often are more in tune with the company's goals.
At the same time, personnel at today's small company are frequently stretched to their limit; "in" baskets are never empty. Managers find it difficult to spend any significant amount of time on employee communication and development. Yet, when supervisors neglect to acknowledge their employees or given them feedback on a regular basis, performance suffers. Individuals either continue in non-productive ways or become de-motivated when no one recognizes their good work.
Supervisors of property management staffs who want to improve employee performance and satisfaction can look to their larger counterparts in other industries. There, one consistent element links employees to a common goal and enhances their effectiveness and productivity: an ongoing and meaningful performance appraisal process.
Without such a system, property management firms not only dilute employee enthusiasm and productivity, but run the risk of violating both legal and ethical mandates. Sooner or later supervisors who want top performance from all their employees come to realize that performance appraisals must be included as a part of their managerial repertoire.
More than just the act
While not taking time for performance appraisals is bad, using ineffective methods during reviews is not much better. Performance appraisals should be more than an annual conversation between the supervisor and the employee, with the supervisor doing most of the talking. That mistake is common in many companies. However, this concept limits the many possibilities available in a carefully designed appraisal system.
In its broadest application, an employee appraisal includes any personnel decision affecting an employee's status, including retention, termination, promotion, …