The Performance Management is a strategy focused on the processes performed by the leaders and the team, that is, a tool that manages behavior during the performance of activities and the final results. The impression is to collective development and creates individual plans.
In addition, Performance Management helps to have an engaged team with excellent performance. Therefore, a continuous feedback culture and a lot of communication between managers, leaders and employees is necessary. Some basic steps for Performance Management to work effectively are: evaluation and monitoring of processes, daily planning and improvement insights.
Among the many advantages of the structured creation of Performance Management is motivation. Employees and managers will know precisely the strengths and weaknesses and, with that, will understand exactly what needs to be developed. Automatically, engagement also increases.
Regarding the organizational level, the identification of problems, gaps and points for improvement will also be clearer. Thus, the action and resolution time will be more agile and accurate. However, to make a really effective Performance Management, some steps need to be considered. Discover some of them below.
Contracting Of Performance Management
The first step involves management and the team as a whole. At this point, the leadership comes to an agreement with the team on what the expected deliveries will be, both in collective and individual goals, reinforcing the necessary skills to achieve them.
In other words, it is about setting goals considering the processes to reach them, what it will take to develop them and the skills that each professional must have to achieve them. It is the initial phase of the process.
In addition to aligning goals and the process, expectations between employees and managers must also be aligned, as only then will each one know their role.
Monitoring the team in Performance Management
At this stage, the manager must remain close to the team, doing the work of training, guidance, solving doubts and correcting routes. It is worth remembering that any adjustment needs to be made in view of the continuous practice of collective and individual feedback. This is very important for the goal to remain firm and achievable.
This phase is the most complex, as the leadership must dedicate itself to helping the team so that everyone feels involved and integrated into the tasks.
Completion of assessments
Here, the estimation of the method progress and the success of results create. It’s time to put on paper how the individual, team and company performed. The evaluation can be done according to technical or behavioural competence, generating analysis and data for management decision making.
This includes terminations, promotions, job readjustments and other individual follow-ups.
Calibration meeting and people action plan
Now is the time for directors to standardize team assessments. This means that they evaluate to guarantee and trace levels of requirements equivalent to the evaluation. From there, the people act plan begins, in which career strategies and development are discussed for each of the workers based on the preceding standardization.
This moment of Performance Management is important to think of a career plan for each professional based on their skills and performance.
Feedback and PDI in Performance Management
Last but not least, it’s feedback time. Based on the calibration meeting, the leader and collaborator align what were the strengths and those that still need to be developed. This is where the Individual Development Plan (IDP) also comes into play. It has the purpose of managing the strengths and weaknesses in order to increase the performance of the employee in the next cycles.
It is worth noting that this entire process must be fair, transparent, meritocratic and always aligned with the company’s strategic objectives, respecting the individuality of each employee.
Performance Management: see the step by step of how to do it!
There are several types of People Management and, among them, is Performance Management. This management modality aims to improve the performance and performance of employees through learning.
For essays writing, a researcher in the field of Organizational Psychology, social, political and cultural transformations resulted in the need to innovate ways of thinking about the sustainability of organizations. In order to achieve a competitive advantage, people have been focusing on strategic People Management, which, in turn, benefits from Performance Management.
In this article, we will discuss what Performance Management is and how it differs from Performance Appraisal . We will also anticipate some challenges that can be faced when adopting this form of management and present systems capable of facilitating the work of HR at the time of practice.
Remembering: what is Performance Management?
For essays writing, the concept of organizational Performance Management is that it is a process that integrates strategy, learning, skills and quantitative and qualitative indicators. Therefore, the tools that make up this form of management are highly sought after.
It involves the alignment between the organization’s objectives and the performance and development of employees, as well as the delivery of results.
This is a cyclic and continuous process. In it, expectations between employees and leaders must be defined and aligned , who must know what one expects from the other.
It is also necessary that the work is constantly monitored and evaluated. In addition, Performance Management also has a formal evaluation stage of activities, so that individual or group actions and improvements can be traced for the development of employees and the company.
Therefore, Performance Management is a process that seeks to establish a shared understanding of what must be achieved in the business as a whole.
What is the purpose of Performance Management?
This management method aims to improve performance through learning, always with the objective of achieving the company’s global business strategy.
Therefore, Performance Management process integrates a multiplicity of elements that contribute in parallel to the effectiveness of teams in companies, such as Performance Assessments and Individual Development Plans ( PDIs) .
So, this is a systematic process that can be used to get team members to achieve their goals, improve their efficiency, and get better results while the company achieves its goals, including growth. In other words, it encompasses the greatest challenges of Human Resources.
Now that you know what it is, see the step-by-step guide on how to do Performance Management.
How to do Performance Management?
To put Performance Management into practice, it is necessary to know the organization very well, the business model, strategies, objectives, goals, mission, vision and values and to have properly developed the planning competence.
As mentioned earlier, Performance Management happens in cycles. The duration of each stage of the cycle may depend on the organizational culture of the company. But in general, the shorter the cycles, the better. Because there are more constant evaluations and formal feedback from employees.
However, feedback does not need to be restricted to the evaluation stage. HR can and should encourage a feedback culture even during the follow-up phase.