HR Organizational Development

performance management

The performance management process provides a vehicle through which employees and their supervisors collaborate to enhance work results and satisfaction. this process is most effective when both the employee and the supervisor take an active role and work together to accomplish the following:

1. Performance Planning: Plan for the coming year in the following areas:

Clarify the expectations and standards for the job.

  • what's expected of someone in this role

  • what standards must be maintained

Set performance goals

  • what will the employee strive to achieve in the coming year

Set development goals

  • what knowledge/skills will the employee work to develop or enhance in the coming year

2. Day-to-Day Coaching and Feedback: Discuss performance on a regular basis (not just during formal reviews). Share feedback about the employee's successes and areas needing improvement. Seek employee input about the work process and results.

3. Quarterly Performance Check-In: Have a "progress check" conversation at least once per quarter. Identify successes and needed improvements in each of the following areas:

  • Meeting expectations and standards

  • Achieving performance goals

  • Achieving development goals

4. Formal Performance Review: Meet annually to review feedback from the previous year, document performances and development results, and plan for the coming year.