Performance Management Cycle
Performance management is the systematic process by which an organization involves its employees in improving organizational efficiency and effectiveness in the accomplishment of the organization's mission and goals through ongoing communication. To manage employee performance effectively, we encourage supervisors to:
- monitor performance
- address performance deficiencies as they occur
- provide feedback and resources to the employee on a continuous basis
According to best practices, the cycle below proves to be effective in managing employee performance:
- Setting Goals and Expectations
The first step in the performance cycle is setting expectations. No matter the level of the position, it is critical that each new employee (whether newly hired or new to your supervision) understands what is expected from them in their role. Setting expectations includes clear dialogue around job content and performance. It includes setting goals for the work period and adjusting those goals as priorities change throughout the year.
- Performance Coaching
Performance coaching means having conversations about performance and providing feedback throughout the year, not only during the Annual Performance Review (APR). In fact, one common error supervisors make is waiting until the APR to discuss performance issues that arose during the year. Supervisors should address performance concerns immediately. Supervisors should also provide ongoing positive feedback as encouragement and confirmation that they are doing a great job.
- Annual Performance Review
If ongoing dialogue and discussions have taken place throughout the year to provide feedback and to reflect on and adjust goals, the Annual Performance Review is time to reflect upon those goals and the overall performance during the calendar year. It is both a reflective and planning meeting, looking back over the previous year and setting goals for the next year.