Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization. Many writers and consultants are using the term “performance management” as a substitution for the traditional appraisal system. I encourage you to think of the term in this broader work system context. A performance management system includes the following actions.
* Develop clear job descriptions.
* Select appropriate people with an appropriate selection process.
* Negotiate requirements and accomplishment-based performance standards, outcomes, and measures.
* Provide effective orientation, education, and training.
* Provide on-going coaching and feedback.
* Conduct quarterly performance development discussions.
* Design effective compensation and recognition systems that reward people for their contributions.
* Provide promotional/career development opportunities for staff.
* Assist with exit interviews to understand WHY valued employees leave the organization.
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