Everyone knows that managing employee performance is one of the keys to successful management, both in terms of people and results. Performance management means the process of defining and aligning expectations for work, monitoring performance, evaluating results and implementing improvement and development actions. It is a continuous process , which mobilizes different participants and encompasses several classic HR processes.
It is common to use the expression “performance evaluation process” or “performance evaluation subsystem” to designate all phases of performance management. But differentiating these terms brings clarity, as we can divide this management, which is more macro-level than just evaluation, into a few steps :
- Performance Planning and Negotiation: This is the phase that starts the process. Have you ever stopped to think that it is impossible to evaluate performance without having well-defined standards and expectations? In this beginning, the employee and the manager establish the expected tasks and behaviors and negotiate the necessary resources for their accomplishment.
- Performance monitoring: this stage indicates the analysis and adjustments that those involved make before the evaluation itself. During the period, the manager becomes aware of the employee’s performance when he meets him in meetings, observes his work and receives reports, for example. Thus, if there is any deviation or need to change the planning, it is not necessary to wait for the evaluation moment. In this phase, both the leader and the employee monitor the work.
- Performance appraisal: here comes the appraisal itself. It is the phase of periodic collection of data on the performance of employees and can also be understood as an instrument.
- Development actions: it makes no sense to leave the performance review without any direction. It is at this stage that those involved commit to taking the necessary actions to improve their performance.
