Performance management is a continuous process, as outlined in the Employee Lifecycle above. Managers are expected to meet with their employees on a regular basis throughout the year to review specific accomplishments, establish goals and objectives, and adjust goals based on workload or other changes in priorities.
Performance management can be thought of as a cycle with three major components:
- Performance Planning – Establish goals and objectives.
- Performance Coaching – Provide regular feedback on performance throughout the year, and assist staff in modifying performance where necessary.
- Performance Evaluation – Annual documented performance feedback.
Each component of the performance management cycle is essential to successful accomplishment of goals and objectives.
As part of regular performance discussions, it is important to:
- Take the time to construct goals that are clear, well defined, mutually agreed upon, and measurable following the SMARTer Goals model:
- Establish times for regular feedback sessions.
- Be clear with expectations and address any problem issue(s) immediately.
Keep in mind:
- Employees deserve feedback on their performance; and want guidance on how they can improve.
- Employees should never be surprised by the contents of their annual evaluation.
If you need additional guidance related to performance management, contact your Human Resources Business Partner.