Performance Management can be defined as a process which continuously identifies measures and develops the performance of the workforce in the organization. And to do so, each individual’s performance and objectives are connected with the overall mission and goals of the enterprise. Hence, the two key elements of performance management are:
- Continuous process
- Link to mission and goals
In performance management, the managers try to figure out, the existing performance level of the employees and works on improving that level. It is a systematic assessment of the performance of an employee and using the assessment to better the performance over time.
There are a number of challenges that can prove to be an obstacle to effective performance management. Obstacles can include but are not limited to:
- writing a poorly structured strategy,
- failure to communicate the strategy to stakeholders/staff,
- failure to achieve buy-in of the strategy,
- not measuring progress,
- not holding at least quarterly strategy review sessions,
- not taking the time to define success and celebrate it along the way,
- not adapting to changing circumstances,
- and not giving your team the necessary authority or tools to accomplish their jobs.
- It’s vitally important to steer the strategic planning process effectively to avoid those common pitfalls.
First of all, it’s important to pick the right objectives and goals that will drive the results you seek. Defining those falls into the realm of creating an effective strategy. It’s important to pick top priorities for your organization, and determine through goals and actions how you will support them. The goals themselves should be set up using the S.M.A.R.T. technique