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PERFORMANCE MANAGEMENT

Performance Management is an on-going, year-round partnership between supervisors and employees, working together to accomplish the goals of their specific department and 最大资源采集网.听听This process involves establishing individual goals and expectations; communicating standards; timely and constructive feedback; positive coaching and support; and performance evaluation.

Keys to Success:

  • Establish goals and expectations: The supervisor and employee should discuss and establish agreed upon goals that are appropriate, attainable, and relevant to the specific position.听听The employee should have a clear understanding of the supervisor's expectations and how the goals support the overall mission of the department.听听Goals should not only help the employee to do a good job, but should provide an opportunity for creativity, vision, and professional growth.

  • Communicate, communicate, communicate!Communication is both the informal, unplanned discussion, and the more formal, scheduled meeting.听听Good communication provides the foundation and building blocks for successful performance.听听听It is critical that supervisors clearly communicate reasonable, appropriate standards, as well as maintain and model those standards in a consistent manner.听听Effective communication is always a two-way process, so both the employee and the supervisor should seek out and take advantage of every opportunity for positive communication.听听Two-way communication means that you listen as effectively as you speak, and that you speak in a non-threatening, assertive and positive manner.听听Effective listening involves paying attention, avoiding the pitfall of becoming defensive, clarifying what is being said, and asking appropriate questions.

  • Provide Feedback:Employees want to know, and should always know, how they are doing.听听Are things going great?听听Positive feedback reinforces the employee ' s performance and encourages the employee to do even better.听听Is there room for improvement?听听Constructive criticism gives the employee a roadmap to correct their performance.听听听Whenever you give feedback, keep the following points in mind:

    • Be Timely - When an employee does something deserving of praise, Don't Wait.听听Give the feedback immediately and let the employee know that you noticed and that it makes a difference.听听If you think that the employee听'听s actions need to be corrected, Don听'听t Wait.听听Speak to the employee and point out your concern in a constructive manner.听

    • Be Specific - Cite specific situations or examples, rather than using broad generalizations.听

    • Be Honest - Don't beat around the bush, or gloss over the concern.听听The goal is for the employee to address and correct the issue, and the only way someone can do that is if you are specific and clear.听

    • Be Constructive - (not destructive!).听听Feedback is designed to assist the employee be successful, so give specific, helpful examples and specific guidance on ways to improve.

    • Provide Follow-up -听Get back with the employee on a periodic basis to let the employee know how he or she is doing.听听Encourage the employee and indicate assurance in the employee's ability to do well.听

  • Ask for Feedback:听Feedback is not a one-way street.听听Remember that Performance Management is a partnership, and therefore supervisors should request and be open to feedback from employees.听听Listen with an open mind and be receptive to what you hear.听听Employees should feel that they are truly a part of the team, and that their ideas, opinions and concerns will be heard.听听

  • Offer Support:听Provide training opportunities for professional growth; resources for learning; and encouragement to be creative, make suggestions and take responsibility.听听Coach employees to reach their full potential and exceed expectations.

  • Evaluate Performance:听Use the annual appraisal process as a means to document the employee's performance over the fiscal year.听听All of the elements of Performance Management lead up to the performance appraisal.听听The appraisal is a culmination of all of the discussions and meeting that you have had with the employee; the on-going feedback; the development and assessment of goals; and the positive encouragement to be successful.听听Performance appraisals should never be a surprise!