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How to – Provide Performance Management
Posted September 23, 2011
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By Joni Daniels
If you are not sure how providing feedback is different from providing Performance Management, you may be doing both wrong. Managing performance is what happens when employees are channeled effectively for both their professional development and organizational impact. Performance management is the process by which this gets accomplished.
Key aspects:
• Clarifying expectations
• Engaging in frequent and open discussion about how well expectations are met.
• Relevant, timely and actionable feedback - observations and facts about performance
• The conversation is more important than documentation - but documentation is a key secondary tool
• Performance is assessed around the most important success measures.
• Intention is important
• Simple and prioritized rather than complex and comprehensive
• The goal is a change
The reason managers should bother getting better at performance management? Because they don't just get an improvement in individual and organizational capabilities and performance; they are developing internal talent for future leadership roles. Employees tend to be more engaged when they understand how to contribute to the success of the organization.
Nationally recognized Management and Organizational Development Training consultant, author, and professional speaker Joni Daniels has helped thousands of people, teams, and organizations accomplish their professional goals. She is a sought after resource for Fortune 500 clients, professional organizations, not-for-profits, associations, higher education, media outlets and business publications. Sign up for her free quarterly newsletter at www.jonidaniels.com/newsletter.html. Follow Joni on Twitter at http://twitter.com/jonid
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