Performance Management


​Performance to Build, Innovate and Give

​Organizational performance planning, strategy and execution to achieve business and personal excellence

For our organization to be successful, all of us need to be able to perform to the best of our abilities. We can do so only if we have adequate feedback and clearly defined goals. Performance appraisals are an essential tool for accomplishing these tasks. They offer a formal and official way to:

  • Recognize accomplishments. Departments might define recognizable accomplishments differently, but it's important to have them in place.
  • Guide employee progress. Effective performance appraisals continue to refine the initial job description of what is expected of employees as they learn new skills and gain experience.
  • And, improve performance. Whether making good performance better or correcting poor performance, performance appraisals are an important step in identifying the situation and laying out the course for improvement.


Performance appraisals also provide the opportunity to:

  • Review how well employees have met job requirements and goals;
  • Set new performance goals, including additional responsibilities;
  • Identify areas in which performance needs to be improved; and
  • Discuss career advancement, including training opportunities and promotion.

Performance Evaluations

The performance evaluation is an extension of the performance plan process.

Performance evaluation allows the supervisor/manager and employee to appraise and discuss accomplishments.

Performance evaluation is an opportunity to discuss employees'  improvement and development opportunities and begin the performance planning process for the next appraisal period.

The Purpose of Performance Feedback

 

From the organization's viewpoint, one of the most important reasons for having a system of performance appraisal is to establish and uphold the principle of accountability.

The main aim of the feedback system is to inform the employee about the quality of his or her performance.  The appraisers also receives feedback from the employee about job problems, etc.

From the employee viewpoint, the purpose of performance appraisal is four-fold:

  1. Tell me what you want me to do
  2. Tell me how well I have done it
  3. Help me improve my performance
  4. Reward me for doing well.

Employees and Management must be prepared to:

  • Focus on the professional
  • Give objective examples
  • Invite response
  • Listen actively
  • Create "we" mentality

The 5-step Cycle to Achieve Business and Personal Execellence

 

​Step 1: Strategies and Goals Setting

  • What is our vision
  • What are our goals to make the vision happen
  • How will we utilize our resources (people, equipment, financial, facilities) to achieve our vision

Step 2: Implement - Execution - Feedback

  • Commiunicate the strategy, vision and goals
  • Create and implement performance plans
  • Provide coaching, feedback, support and counseling
    • Actionable activities
    • How are we doing
    • How am I doing
    • How can we/I adjust

Step 3: Evaluation and Remedies

  • What were the business and personal results
    • How did we do
    • How did I do
    • Where do we go from here

Step 4: Reframing and Refocusing

  • Preparing to renew the journey to achieve business and personal performance excellence
    • What business and personal success do we need to maintain
    • What business and personal areas do we need to improve

Step 5: Now let's Build, Innovate and Give all over again, but will greater success!

Some key things to remember

  • Understand the importance of measuring job performance and know exactly what is involved in the process;
  • Be objective and specific when describing job performance and focus on behavior rather than attitudes or personalities;
  • Remember to focus on actual behaviors.  This will help you to use assessment to encourage the behaviors that lead to employee and organizational success and discourage those that lead to poor performance or weaken the organization as a whole;
  • Always select appropriate criteria for measuring job performance;
  • Keep complete and accurate records of applying job measurements fairly and consistently; and finally
    Make job performance measurement useful and meaningful—to you and your employees.  

Next step - Create and Approve Performance Plan (Click here)