Performance management is a continuous process that involves planning, monitoring, and reviewing employee performance to ensure that organizational goals are met. It focuses on aligning individual performance with the overall objectives of the organization, fostering employee development, and enhancing productivity.
Characteristics
– Goal Setting: Establishing clear, measurable objectives for employees to achieve.
– Continuous Feedback: Providing regular feedback on performance, rather than waiting for annual reviews.
– Employee Development: Identifying training and development needs to enhance skills and competencies.
– Performance Appraisals: Conducting formal evaluations to assess employee performance against set goals.
– Alignment with Organizational Goals: Ensuring individual performance contributes to the broader objectives of the organization.
Examples
– Regular Check-Ins: Managers hold weekly one-on-one meetings with team members to discuss progress and address any challenges.
– SMART Goals: Employees set Specific, Measurable, Achievable, Relevant, and Time-bound goals to guide their performance.
– 360-Degree Feedback: Gathering performance feedback from various sources, including peers, subordinates, and supervisors, to provide a comprehensive view of an employee’s performance.
– Performance Improvement Plans: Implementing structured plans for employees who are not meeting performance expectations, outlining specific steps for improvement.