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Performance Management

Over the past 10 years, performance management has evolved from an annual process to an ongoing system designed to help employees grow and develop within your organization. 

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Performance Management Overview

Performance management is the workplace practice of encouraging a strong relationship and continual conversations between managers and employees that leads to better performance. Traditionally, performance management programs were used to evaluate employees work and were referred to as a performance appraisal process. This was often reflected in an annual review.

Performance management is an important component of the modern workplace and usually implemented by the human resources team. Studies have shown that employees are always looking for communication from their coworkers, managers, and leadership on how they’re doing at their job. Performance management is the system of informing them on their performance and helping them improve. Effective performance management can be used to make an employee feel more engaged in their work and more productive overall.

Employee performance management has changed significantly over the past few decades, but it’s often agreed that in a performance management process, you gather feedback, decide on goals, have 1:1s, and run performance reviews. The methods of performance management are often heavily influenced by a company’s culture. A company culture may focus more on one method over another, but often all methods are imperative to get a full understanding of an employee’s performance -- what they’re doing well, what they’re struggling with, what they could learn more of, what they’ve got potential in -- just overall, what they’re contributing to the company. This drives performance improvement and development planning for employees which is key for a flexible talent management system. Employee reviews are a successful methodology to evaluate individual performance over a performance period and drive high performance and employee development.

The performance management process is alleviated by using a data gathering performance management system, where all this information -- notes from 1:1s, job descriptions, strategic goal setting, regular status updates across teams, recording feedback, giving regular praise, and all the different types of reviews within performance reviews -- is put in one place. This allows people teams, managers, and leadership to see the full story that performance management tells about an employee’s performance and employee engagement.