Performance Management
Management = getting work done through others
Manager’s performance is only as good as his/her employee’s performance
Manager’s job = performance Management of others
Performance Management
An iterative process of goal-setting, communication, observation and evaluation to support, retain and develop exceptional employees for organizational success.
1.Set goals
2.Communication
3.Observe
4.Evaluate
this is a cycle.
Why Manage Performance?n To reach organizational mission and goals
n Organizational system
n Focusing on employee performance
n Consistently applied throughout organization
n With a supporting structure
Names of Systems
Performance Management
Performance Appraisals
Evaluation Systems
Job Review Systems
Feedback Systems
What do Employees Expect?
► Clear expectations
► Positive/constructive feedback on a regular basis
► Involvement in goal setting
► Be treated fairly and consistently
► Sharing of information and resources
► Job/career enrichment opportunities
Performance Management
Ensuring appropriate performance by all employees through:
-Reinforcement
-Rewards
-Modeling
-Coaching
-Training
-Development
Using a consistent feedback system
Working of Performance Management
Managers Speak with Employee re: performance
Continuously
Once per Year
Formal goals
Organizational Reporting System
Tied to Organizational Outcomes
PERFORMANCE =Doing present job at a certain level (high or low) as measured by a formal system
POTENTIAL =Includes future service, learning interest, motivation level
Planning for the Process
► Review employee’s job description
► Understand the performance measurement system
► Review notes from the year
► Understand employee expectations
Setting Effective Goals
► Quick Tips
§ S.M.A.R.T. Goals
► Specific
► Measurable
► Achievable/Agreed Upon
► Relevant
► Time-bound
§ Aligned
Adjustable
