Performance Management

Written by Serena Berger
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Most employees want the opportunity to advance, and they will pursue it either within your company or by moving to another company. The only way for them to move up the ladder in your company is for them to demonstrate that they are solid performers who are always meeting or exceeding your expectations. The difficulty, though, comes in evaluating whether or not this is the case or comparing employees who seem to be on par with one another.

Many employee reviews are one-sided: the only information coming from the employee's supervisor. While such reviews might be appropriate for determining salary increases, they are not enough to determine how well an employee is performing. To do so, the review must incorporate not only feedback from the direct manager, but also from the employee and peers, subordinates, or clients.

It may be the case that an employee's goal is to advance into a managerial position in the future. The review that she completes is likely to reveal this fact, while a manager may not be aware of this when writing his review. The feedback provided to the employee could be tailored around her goals, so you can help both your company and the employee meet their/her objectives.

Tools to Facilitate Performance Management

Performance management can be facilitated by using software packages that allow the reviews to be completed online. These modules often include reviews for both the supervisor and employee to complete. Allowing employees to participate in their reviews allows them to feel as though their view is of importance within the company. Such performance management tools can provide the framework necessary to evaluate your employees and make sure that they are aware of your company's expectations.


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