Performance Management

Performance “management” engages an employee in a process that carefully sets measurable and achievable goals in the context of the organizational environment and job responsibilities; continually monitors progress toward those goals; provides appropriate support to ensure success; encourages timely response to changing circumstances; and recognizes achievement.  It is much more than simply a painful annual event designed to judge performance (often arbitrarily) after the fact and create documentation in support of management decisions with respect to payroll, promotion or termination.

A good performance management system will identify key performance indicators for each primary accountability; develop an understanding of the needs of the organization through mutual goal setting; identify and support employee development needs; open the lines of two-way communication; and ensure success for both the employee and the organization.  It requires a leader to understand how each job adds value to the organization and to “lead” an employee toward success; to delegate effectively; and to practice true reciprocal accountability.