Performance management is an ongoing process of communication between a supervisor and an employee in support of accomplishing the strategic objectives of the organization.
Contrary to popular belief, overseeing performance and providing feedback is not an isolated event, focused in an annual performance review. It is an ongoing process that takes place throughout the year. The performance management process is a cycle, with discussions varying year-to-year based on changing objectives.
Organizations commonly separate the performance management cycle into three parts:
To begin the planning process, managers and employees review overall expectations, which includes collaborating on the development of performance objectives.
Individual development goals are also normally updated. A performance plan is then developed that directs the employee’s efforts toward achieving specific results to support organizational excellence and employee success.
Check-in meetings are also important. This is where objectives and goals can be discussed throughout the year. It provides a framework to ensure employees achieve results through coaching and mutual feedback.
The review most often occurs at the end of the performance period. The usual procedure is for management to review the employee’s performance against expected objectives, as well as the means used and behaviors demonstrated in achieving those objectives.
Together, management and employees then establish new objectives for the next performance period.
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