Performance management

Performance management is a systematic process that organisations use to measure, evaluate, and improve the performance of their employees or teams. It involves setting clear performance expectations, regularly monitoring progress, providing feedback, and taking necessary actions to enhance performance.

Why should you start with performance management?

Performance management is crucial because it helps organisations to align individual and team performance with organisational goals, track progress, identify areas for improvement, provide feedback and coaching, recognize achievements, and foster employee development and engagement. 

What are some key components of performance management?

This can vary from company to company as it is very individual and each company approaches performance management a little differently. However, performance management usually contains of these parts:

  1. Goal setting: Establishing specific, measurable, achievable, relevant, and time-bound (SMART) performance goals for individuals or teams. These goals should be aligned with the overall organisational objectives.
  2. Performance monitoring and evalution: Regularly tracking and assessing performance against the set goals, often through performance review, check-ins or performance evaluation.This may involve rating scales, performance metrics, or qualitative assessments. It helps identify areas of strength, areas needing improvement, and potential opportunities for growth.
  3. Feedback and coaching: Providing constructive feedback and guidance to employees to help them understand their performance, address any performance gaps, and enhance their skills. This may involve praising achievements, offering suggestions for improvement, and discussing development plans and training.
  4. Performance improvement plans: When performance falls below the desired standards or improvement is required, organisations may develop performance improvement plans (PIPs). PIPs outline specific actions, resources, and timelines to support employees in improving their performance.
  5. Recognition and rewards: Acknowledging and rewarding exceptional performance or achievements to motivate and retain employees. Recognition can be in the form of verbal appreciation, bonuses, promotions, or other incentives to encourage continuous improvement.

How to start with performance management?

At first, starting with performance management can seem overwhelming. However, with the right HR system and a bit of help, anybody can do it

First, you should decide on the performance management method that best suits your company needs. Choosing the right method depends on several factors, including the organisation’s goals, culture, resources, and the nature of the work being performed. 

Among the most recognized methods are OKR and KPIs. In addition to OKRs (Objectives and Key Results) and KPIs (Key Performance Indicators), there are several other commonly used methods in performance management such as Balanced scoreboard, 360-degree feedback or Performance appraisals. In reality, companies often combine some of these.

Make the most of Sloneek!

The right HR system can do magic for you. At Sloneek, we are fully compatible with both OKR and KPI methods. You will get all the tools you need to prepare and monitor your performance model right in the app. On top of that, you can read our detailed guideline to the OKR world.

By implementing performance management effectively, you may foster a culture of accountability, continuous improvement, and employee engagement, leading to higher productivity and organisational success.