HR and management need to define the job itself, including a comprehensive description, long and short-term goals, identify key objectives and develop a clear metric for how those objectives and goals will be assessed. The performance management process begins with the planning stage. The first step of the performance management process is Planning. Each step is equally important, and together form the backbone of a company’s performance management process. The steps in the performance management process can be broken down into four broad categories: Planning, coaching, reviewing and rewarding. The performance management process, when done correctly, is designed to fix those problems in the workplace, setting employees up for success in achieving both their goals and overall company objectives. All of these taken together show the importance of the performance management process, and why each part of it must be done well for the process as a whole to succeed. Some reasons cited in this study for lack of motivation are seeing less deserving employees receive promotions, lack of actionable feedback, and management not involving employees in goal setting. This also means that 78% of the workforce could do better work if only their organization had the right type of management process. Employees who are engaged and thriving are more likely to maintain strong work performance, even during difficult times. This process is continual, with regular sessions where both management and employees have the opportunity to give and receive feedback.Īccording to the Gallup State of the American Workplace study, only 22% of employees are engaged and thriving.
The performance management process is a collaborative, communication-based process where employees and management work together to plan, monitor and review the employee’s objectives, long-term goals, job trajectory and comprehensive contribution to the company.
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