Performance Management >> Road Map
Have you communicated clear expectations (with measurable outcomes) to employee?
- Written performance expectations and competencies with measurable outcomes (what, how, when).
- 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.
Performance expectations and measurements are clear.
Are you gathering support data?
- Data Collection
- 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).
Data is being gathered.
Are you regularly asking for input and giving feedback?
- Frequent targeted conversations
- Feedback process
- 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.
Feedback is being given and received.
Have you set the stage for employee to prepare for review meeting?
- Communicate with staff member
- Review performance review instrument
- Notify employee approximately one month in advance.
- 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.
Employee has been informed of review session.
Have you prepared yourself for the review session?
- Pull information together and review
- Compile key performance issues to discuss at review
- 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.
Preparation for review is done.
Have you conducted the review session?
- Documentation of the conversation identifying past performance and future goals
- 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.
Review session has been conducted and performance plan developed.
Updated January 2012