Performance Management >> Road Map
Performance Management Road Map
Have you communicated clear expectations (with measurable outcomes) to employee?
Key Components
- Written performance expectations and competencies with measurable outcomes (what, how, when).
Action Steps
- Write performance expectations (review job description, performance review tool, essential & marginal job function analysis, discuss components of job with employee & other stakeholders).
- Determine how performance will be measured.
- Determine if gap exists between employee skill level & expectations.
- Discuss expectations & measurement with employee (provide written document).
- Discuss with employee timelines as they might apply to specific job expectations & skill development.
Expected Outcome
-
Performance expectations and measurements are clear.
Are you gathering support data?
Key Components
- Data Collection
Action Steps
- Determine data collection methods, both quantitative and qualitative (observe performance, talk to customers).
- Continuous dialog with employee on data collection methods used. How will you both know if employee is successful or not?
- Collect data in useable format (notes to yourself, log conversations, evaluations by customers).
Expected Outcome
-
Data is being gathered.
Are you regularly asking for input and giving feedback?
Key Components
- Frequent targeted conversations
- Feedback process
Action Steps
- Develop relationship and trust.
- Create environment of mutual respect.
- Coach when appropriate.
- Give feedback on how you perceive employee is doing based on data collection.
- Ask for input on how employee perceives they're doing. Ask if there are problems you can help with or resources they need.
Expected Outcome
-
Feedback is being given and received.
Have you set the stage for employee to prepare for review meeting?
Key Components
- Communicate with staff member
- Review performance review instrument
Action Steps
- Notify employee approximately one month in advance.
- Employer/employee:
- Agree on timing, location, and schedule enough time for a complete performance review.
- Review past goals/performance review - if 1st year, review performance expectations.
- Seek employee feedback – self-assessment.
- Consider co-worker, colleague, customer feedback.
Expected Outcome
-
Employee has been informed of review session.
Have you prepared yourself for the review session?
Key Components
- Pull information together and review
- Compile key performance issues to discuss at review
Action Steps
- Write first draft of document/outline.
- Review met and unmet expectations.
- If expectations are unmet, seek coaching, practice, or role play prior to actual conversation.
- Allow some time to mentally prepare before the conversation.
Expected Outcome
-
Preparation for review is done.
Have you conducted the review session?
Key Components
- Documentation of the conversation identifying past performance and future goals
Action Steps
- Employer and employee meet to have a conversation and achieve understanding about key performance issues (this may or may not include agreement).
- Determine goals.
- Jointly develop a performance plan to meet goals, which includes:
- periodic meetings;
- utilizing resources for improvement;
- coaching and mentoring; and
- feedback on a regular basis.
Expected Outcome
-
Review session has been conducted and performance plan developed.
Updated January 2012