Performance Management And Achieving Business Objectives
All successful businesses, organizations and establishments share the common concept of employee performance management. To define performance management, goals, objectives and employee skills sets have to be taken into consideration. Performance management is a year-round process that incorporates several activities. Unlike employee reviews and appraisals, performance management requires a coordinated effort of both the employee and the manager to strategize and achieve results. To define performance management, we can look at the three stages involved in this process and outline each entity's role in each stage of the process. The three stages involved take place all year long and thus define the performance management cycle.
This stage involves a careful deliberation process between the manager and the employee. It is at this stage that the objectives and goals are set. Each employee's goals and objectives have to be set considering their skill sets as well as the business or company's desired objectives. A performance plan is then developed that targets both individual employee success as well as achieving organizational results. Actions to be taken as well as favorable procedural processes are deliberated upon. At the end of this stage, both the employee and manager are well aware of what is expected of each, as well as their collaborative goals. The conversation at this stage changes every other time with changing organizational goals and objectives.
This phase incorporates the support and feedback processes. The manager checks in on the employee to observe his or her activities and offer feedback. It is important for the manager to recognize and applaud good performance from the employee as well as encourage improvement when it seems needed. The manager serves a motivational role in this stage and directly influences the employee's ambition towards achieving the earlier set goals. Coaching can be used to define performance management at this stage. The coaching focuses on a specific aspect of the employee's performance rather than the overall performance.
This is the final stage in the performance management cycle. The review stage offers a great opportunity to review future objectives as well as examine employee job satisfaction. The review stage can be used as a tool to measure an employee's current performance in the position. In many organizations, the review stage is characterized by assessments, evaluations and appraisals. At the end of the review stage, the organization can best focus on the next step and goals with a clear picture of the previous accomplishments and individual employee performances.