Performance management is a people management process where managers and employees work together to plan, monitor and review an employees work objectives and overall contribution to the organization. Performance management involves continuously setting objectives, assessing progress and providing coaching and feedback to ensure objectives are being met.
Performance management is joint communication between management, HR and employees to determine what continuous improvements are required for individuals to perform well in their jobs. The goal of performance management is to promote and improve employee effectiveness. Performance management is also an opportunity to clarify and set expectations, review current performance and establish support networks to help an employee achieve their objectives.
Good HR management practices that support an effective performance management system include well written job descriptions, good management, comprehensive employee training and onboarding and a positive and supportive continuous improvement culture.
Objectives should be jointly agreed and should relate to the goals of the team, the department and the organization as a whole. Line managers are critical to the success of the performance management review, implementation of objectives is dependent on them.
A good performance management system is critical to a company’s success; it ensures staff understand their role, their contribution and how it relates to the overall business strategy. It also encourages supportive and positive communication, sets clear expectations, builds trust, supports learning and empowers individuals to achieve their objectives.