With the above templates in hand, you’re ready to go! To organize a functional and effective performance management plan , you need to consider all the most important steps. The performance management cycle is the completeness and continuity of the performance evaluation process.
We could say that the cycle begins with the definition of performance expectations between the employee, his manager. Then, the company ends with the results of this analysis.However, we prefer to define it by its very cyclical and continuous nature: the process never really ends, but starts again when it ends, from a new definition of expectation that will lead to a new analysis, and so on.
See The Step-By-Step Guide For Efficient Performance Management:
Set Performance Expectations
Often, losses in productivity and individual performance of an employee or a team are the result of failures in the division of tasks and responsibilities. If employees don’t understand exactly what their role on the team is, what their responsibilities are and what their goals are, how can they be expected to achieve their goals?
Before implementing this process in your company, ensure that all employees know exactly what is expected of them in terms of performance. For this, an effective internal communication plan can help. In this way, it is possible to ensure that objectives and expectations are aligned.
Establish Performance Management Goals And Indicators
Once everyone is aligned in relation to expectations, it is necessary to define what is considered success in the exercise of a function. Therefore, it is necessary to create indicators and/or establish goals. HR indicators are key in this role.
For a sales professional, for example, the indicator could be the number of contracts closed per month, while the target would be x number of contracts signed in a given period.
Stipulate The Duration Of The Cycle
In the past, the fiscal calendar – most often annual – was the main reference for performance management cycles. Currently, there is a tendency to shorten these cycles to semi-annual and even quarterly periods.When defining the cycle length, it is important to consider the complexity of the assessment process.
In addition, it is essential to think about the costs inherent to its execution. One solution is to prioritize a simpler cycle more frequently, dedicated only to constant feedback , and another annual cycle, which serves as the basis for making decisions about talent management in the company.
Choose An Evaluation Method
The next step is to choose the evaluation method to be used. Different departments and the positions within them will have different needs. The ideal is to standardize the discrepancies as much as possible within a consistent model.This will allow the process to be executed more easily and create symmetries for the comparison and analysis of performance as a whole within the organization.
Select The Themes
If the choice of method is based on standardization, the criteria for analyzing performance can be more flexible. Depending on the objectives of the organization, the team and the professional being evaluated, it is possible to prioritize different criteria,
Creativity and initiative
This is a fundamental step in performance management. However, it is important to consider the equation of these differences when crossing data, whether or not they are essential, whether they serve an analysis of the company as a whole, etc.
Train Evaluators And Evaluated For Performance Management
Before carrying out performance management, it is the responsibility of the Human Resources department to educate both assessors and appraisees on the process. This is important to avoid biases and distortions.A professional who does a self-assessment.
For example, must feel confident and secure to be honest and answer exactly what he thinks, and thus avoid any under- or over-estimation. The manager who evaluates his subordinate must avoid generalizations or mistaken comparisons with other teammates.
Performance Analysis And Next Steps Planning
It is at this stage that previous decisions are put into practice. Apply the selected evaluation model, and from the established indicators and goals, analyze the performance of the employee or team. Also, don’t forget the importance of listening. Be open to criticism, suggestions and feedback.
Create An Individual Development Plan
The execution of the last step is optional, but extremely important to enable the growth of your employee.
The Individual Development Plan can be made in PDF or Excel and is a guide for the employee’s progress, by establishing what his focus should be in the next cycle. It is an action plan divided by areas of development, with practical actions to be developed by the employee in the next journey.