Retention > Performance Management

Performance Management

Good performance management communicates performance goals to employees, ensures ongoing feedback, fosters learning and development and encourages employees to consider future career opportunities within your organization.

A performance management system can include:

1. Objectives and a Performance Plan

   A performance plan should include objectives, goals and performance standards relevant to the job and acceptable to the employee. These will determine how the employee's performance will be judged to be successful. Objectives should be:
   
   
   • Specific: Objectives are clear to the employee and manager so both share the same understanding of what is to be achieved and the standards used to evaluate performance.
   • Measurable: Objectives and standards can be objectively observed and measured.
   • Achievable: Objectives are attainable yet provide challenge.
   • Realistic: The objectives are within the realm of control of the employee.
   • Time Bound: Objectives have a clearly defined timeline.  

2. Competencies or Skill Dimensions for Performance

   The skills or competencies required can be based on emerit National Occupational Standards. These can be used to identify training needs to close skill gaps, support continuous improvement or achieve a career goal.

3. Identification/Assessment of Career Development Potential, Directions and Opportunities

   This component is often included to identify training and development to be successful in the current position or to achieve an identified career path.

4. Recognition of Employee Performance

   A program that recognizes employees’ efforts and achievements and contributes to increased job satisfaction and motivation at work.

Performance Feedback

Feedback on employee performance typically comes from supervisors or managers, but feedback from other sources is valuable too, and can include:

• Supervisor/Manager
• Self
• Peers/Colleagues
• Clients/Customers
• Subordinates