- If a Performance Improvement Plan (PIP) was necessary, follow up at the designated times.
- Follow up with performance feedback and discussions regularly throughout the quarter. (An employee should never be surprised about the content of feedback at the quarterly performance development meeting.)
- The supervisor needs to keep commitments relative to the agreed upon personal and professional development plan, including time needed away from the job, payment for courses, agreed-upon assignments and so on.
- The supervisor needs to act upon the feedback from departmental members and let staff members know what has changed, based upon their feedback.
- Forward appropriate documentation to the Human Resources office and retain a copy of the plan for easy access and referral.
When your organization develops the discipline and commitment necessary to carry out regular performance development planning, your organization will win. This systematic method for cascading goals and commitment throughout your organization will ensure your success. Can you think of a better way to communicate and measure your key strategic objectives to ensure progress and success? I can't.
