| Using the steps in the performance management | | | | We all want to know how we are doing and the |
| cycle leads to higher levels of performance | | | | "no news is good news" approach is not |
| from employees. The performance management | | | | motivating.Documentation - It is critical |
| process must be followed in order to have | | | | that you document your discussions with |
| effective management. Are you using these | | | | employees about their performance. You should |
| steps in your process? | | | | also document changes that are made to the |
| In baseball, "the cycle" means that a | | | | performance expectations along the way. If |
| hitter earns a single, double, triple, and | | | | you don't write it down, it's hard to |
| home run in the same game. In Painless | | | | remember the details when the performance |
| Performance Evaluations: A Practical Approach | | | | evaluation is due.Performance Evaluation |
| to Managing Day-to-Day Employee Performance, | | | | Preparation - Like it or not, the day will |
| the cycle, as in the "performance management | | | | come when you will need to complete the |
| cycle" is defined as, "the ongoing process of | | | | performance evaluation based on the feedback |
| setting clear expectations, providing ongoing | | | | you've received and the documentation you've |
| feedback, and documenting an employee's | | | | collected.Performance Evaluation Discussion - |
| performance." Both cycles lead to high levels | | | | You and the employee will meet to discuss |
| of performance.When you are effectively | | | | their performance, to evaluate their |
| supporting an employee's performance (in | | | | progress, and to plan for the coming year. |
| baseball terms, "hitting for the cycle"), you | | | | The evaluation discussion should include a |
| are carrying out each step of the performance | | | | short summary of the employee's performance |
| management cycle in the order presented. Here | | | | and then focus on planning for the future.The |
| are the steps:Individual Performance Planning | | | | performance management cycle may vary from |
| - You and the employee must agree on | | | | organization to organization. Your Human |
| performance goals and outcomes that support | | | | Resources department is the best source to |
| the organization's goals. This may also | | | | help you understand your organization's |
| include a conversation about non-quantifiable | | | | expectations and processes. Regardless of the |
| performance expectations. If you don't have | | | | system used by your organization, the steps |
| this conversation, what will the performance | | | | in the performance management process must be |
| evaluation be based upon?Feedback and | | | | followed for employees to have a sense of |
| Adjustment - You must meet with the employee | | | | their accomplishments.Are you hitting for the |
| frequently, formally and informally, to | | | | cycle as a manager? |
| provide feedback on the employee's progress. | | | | |