Performance Management

By Troy D. George

Originally Published March 2, 2016.

The purpose of this article is to discuss a performance management. Specifically, a performance appraisal system will be established for front-line leadership. Formalized feedback will be included. Weights of suggested categories will be suggested along with justification. The performance management form created by this exercise will be an excellent example of the importance of monitoring; grading, correcting, and encouraging desired behaviors in front-line leaders.

Introduction

??????????Imagine being a newly promoted department manager, when you suddenly realize that the asset you are in charge of is not preforming very well. Quickly you realize that none of your front-line leaders (FLL) or supervisors have not been receiving any formalized performance feedback and are acting on their own quite often. In order to correct the behaviors and performance of the supervisors, one would need to implement a formalized appraisal system that provides corrective action, encouragement for desired behaviors, and offers an opportunity for feedback. This paper will discuss the process, suggest a performance management form, and give explanations why the suggested weights and measures should be adopted. By the end of the article, the reader will have a firm grasp of the importance and process surrounding a solid performance management process.

Framing Performance Management

??????????It is first important to start by framing what a performance management plan (PMP) is and why it is important. A formalized performance management process is a monitoring and rating scale that indicates levels of performance, highlights achievements, and provides both the manager and employee with an assessment on how they are viewed as performing (Leet, 2014).?Similar to production or manufacturing applications, a performance management/development system evaluates; measures, develops, and manages employee performance (Career Education Corporation (CEC), 2013). Another way to describe a PMP is that it is a formalized process that is used to clarify goals, collect two-way feedback (both employee and line manager), and track progress through an efficient and effective tool (Francois, 2014). Two important aspects to remember is that the manager is responsible for stimulating the performance management process with his/her direct reports, and while having a negative reputation, PMP can be used to both correct and recognize positive behaviors/achievements in employees (Francois, 2014).

??????????Why are performance management plans important? From the company perspective, the strategic goals of the organization are easier to accomplish when expectations are clear, objectives have been agreed on, feedback is applied throughout the year, and results are reviewed (“Performance Management”, n.d.). It stands to reason that if personnel performance is improved, then business performance can also be improved. Additionally, with the large amount of time, resources, and effort put into training and retaining talent, PMP’s become a valuable tool for managers and establish a systematic procedure for talent management (Pulakos, 2004). The below chart will illustrate the key aspects of performance management plans:

(“Performance Development”, n.d.)

Suggested Form & Application

??????????The minimum suggested frequency is a mid-year and end of year annual reviews. The timing is suggested that each line manager must have their direct reports annual evaluations completed in time for annual bonus; merit, or placement consideration. The purpose of the mid-year is to ensure employee is on correct path, shows the manager is engaged, can identify uncontrollable conditions, and can correct or reward behaviors (MacMillan, A. (2014). On the suggested form below, the employee gets a voice on if objectives were met, a chance to explain why objectives were not met, opinion on strengths, self-identification of areas of improvement, goals moving forward, how they helped the organization, and suggested organizational changes. It is important that this is a two-way process so that each and every employee realizes their own input is valued during the review process. This can be completed by the use of the following form during the employee self-evaluation process:

??????????Now we have established the fact that there is a formalized process for the employee to have direct input into their professional evaluation. What does the evaluation process look like form the managers/company’s perspective? The quantities that are important to the manager/company will be listed. In this suggested example, the aspects are honesty, productivity, quality of work, technical skills, consistency of work, enthusiasm, attitude, initiative, working relations, creativity, punctuality, attendance, and communications skills are all suggested as the speak directly to the leadership of the front-line leaders and how it is aligned with the company directives (McNamara, n.d.). The weight of the specific aspect tells both the manager and employee how important to the overall rating that that particular quality is and how it would be applied to the annual bonus or raise system. The actual form suggested would look like this:

Conclusion

??????????This article has thoroughly explained what performance management process is and what they are used for. Suggested forms and applicability has been provided. The end result is that performance management is now firmly established as a necessary and easily managed tool for companies today.