Performance Management

Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization. More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals.

  

Objectives and monitoring criteria need to be SMART

Specific
Specify clearly what is to be done, when it is to be done, who is to accomplish it and how much is to be accomplished.

Measurable
How much? How many? How to identify when it is accomplished? Multiple measures quantity, quality, time frame and cost could be used if possible.

Attainable
Assure there is reasonable path to achievement.

Realistic
The objective needs should match the level of complexity with the employee's experience and capability.  Forces outside the control of the employee to accomplish the objective should be avoided.

Time-bound
Be clear about the time frame in which performance objectives are to be achieved.

Outcome of the performance management;

HR Department has a responsibility to review the performance appraisal outcome and take adequate actions appropriately.

High performing employees
Should be rewarded and motivated to continuously perform

Average performers

Find the root cause of not performing at high and facilitate with appropriate actions such as training, creating conducive work environment and so forth.

Poor performers

Different organizations follow different strategies to deal with this type of employees such as;

• Providing grace period to show improvement
• Providing opportunities to change work area where they have real interest
• Providing training on weak areas
• Finding the root cause of under performing through counseling and address accordingly

In some organizations their job is at risk.