Performance management includes activities which ensure goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department or an employee.
There are many pieces to a performance management program, including, but not limited to:
- Job Descriptions: This is the foundation of performance management and a good performance review. Your employees need to know what they expect beforehand. The job description in writing will help you have something to use as a reference.
- Employee Assessments: There are three different types of assessments that can be completed in order to provide a solid employee assessment.
- Based on core job, projects assigned and competencies (behaviors)
- 360 assessments
- Competencies: Behaviors an employee exhibits during the accomplishment of their core job can easily be measured against the job description and other written expectations.
- Writing performance management objectives: The following mnemonic device will help when creating an objective.
- Time Bound
- Performance Reviews: These can be written based off job descriptions, employee assessments, and feedback from direct supervisors.
- Feedback: Feedback is a great gift for your employees. Be sure to include positive comments, as well as areas for development.
The most effective performance reviews are conducted quarterly
- Objective setting meeting (Jan.)
- 1st employee review (May/June)
- 2nd employee review (Aug/Sept)
- End of Year review (Nov/Dec)
Not only does this schedule assure the most comprehensive performance review with the employee, but it minimizes any surprises.