Thursday, April 1, 2010

Why we do performance management

1. What is performance management?

It may be easier to think of the program as part of a three-phase cycle:  Planning, Performing, and Reviewing.
  • Planning:  Determining strategies and setting expectations through goal setting
  • Performing:  Doing the work that needs to be done
  • Reviewing:  Feedback and coaching on the “what” is being done and “how” it is being achieved
2. Why we do performance management

In the current business climate your organization is likely facing some tough challenges but also has some tremendous opportunities. Your Company must be sure that it chooses its strategies carefully and ensures that all processes and people are aligned and focused on achieving results. To do this, it needs all employees pulling together - to do that requires effective performance management. However, even the best performance management system will fail if managers focus only on the mechanics of performance management. It is not about the mechanics – it’s about on-going and honest dialogue.

Effective performance management increases goal visibility and boosts shared accountability. Setting relevant and achievable goals is the cornerstone of both individual and company success. Research has proven that if managers connect with their employees and offer them clarity of direction and feedback, employees remain engaged and more fulfilled in their work.

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