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Performance Management Resources

More of this Feature • Performance Management Resources to Help You Develop Your Performance Management Process  Discussion in the Forum FINCH141 says, “Recognition: we have a WOW! program for customer compliments. Agents who receive a customer compliment get a ribbon and thank you card (printed on my color printer) as well as their name up on a bulletin board.” Starting a Recognition Process     Related Resources • Set Them Free: Two Musts for Motivation!   • Foster Success for People: Two More Musts for Motivation • Help People Thrive at Work!   • It's All About the Managers...Duh!     Related Products • Top 10 Performance Consulting, Measurement, and Improvement Books   • Toss Out Your Dusty, Old Appraisal System: Best Performance Management Books    Free Careers and Job Search Newsletter Email Address Get the latest updates, news and information every week. Past Issues of the HR Community Connection

By Susan M. Heathfield

Performance management encompasses the most important people issues in your organization. Performance management includes the entire relationship you have with the people you employ.

Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed and expectations are clearly communicated to the employee. It ends when an employee leaves your organization. Many writers and consultants are using the term “performance management” as a substitution for the traditional appraisal system. I encourage you to think of the term in this broader work system context. A performance management system includes the following components.

• Develop clear job descriptions.
   
• Select appropriate people with an appropriate selection process.
   
• Negotiate requirements and accomplishment-based performance standards, outcomes, and measures.
   
• Provide effective orientation, education, and training.
   
• Provide on-going coaching and feedback.
   
• Conduct quarterly performance development discussions.
   
• Design effective compensation and recognition systems that reward people for their contributions.
   
• Provide promotional/career development opportunities for staff.
   
• Assist with exit interviews to understand WHY valued employees leave the organization.
   

Intrigued about performance management and its potential contribution within your organization? Take a look at the rest of this About/Primedia Special Report for all the current information about performance management. Join the people in forward thinking organizations who retain their best talent and achieve their goals.

Copyright 2002 by Susan M. Heathfield

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