Performance Management is the ongoing process of communication between a supervisor and an employee that occurs throughout the year to support, develop, and evaluate performance in alignment with organizational goals. It is a continuous cycle that includes setting expectations, monitoring progress, providing feedback, and recognizing achievements.
Modern performance management emphasizes collaboration, agility, and employee engagement, moving away from rigid annual reviews toward more dynamic and personalized approaches.
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Key Facts
- Continuous: Not a one-time review - includes regular check-ins, feedback, and goal adjustments.
- Goal-Oriented: Aligns individual performance with the organization’s strategic objectives.
- Components: Includes goal setting, feedback, coaching, performance appraisals, and development planning.
- Data-Driven: Relies on metrics and documented performance data for fair evaluation.
- Two-Way: Encourages communication between employees and management for mutual understanding.
1. What is the purpose of performance management?
To improve employee performance, foster professional development, and achieve organizational goals.
2. How is it different from a performance appraisal?
Appraisals are periodic evaluations, while performance management is a continuous, year-round process.
3. What tools are used in performance management?
Goal tracking software, 360-degree feedback systems, KPIs (key performance indicators), and performance reviews.
4. Who is responsible for performance management?
Primarily managers and HR, but employees also play an active role in setting goals and self-assessing.
5. Can performance management improve retention?
Yes, by fostering engagement, clarity, and career development, it can reduce turnover and increase satisfaction.
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