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Performance management is one of the most important parts of a supervisor's job. Whether working with a long-term employee or a problem employee, all staff members need ongoing feedback about your expectations and their performance. Throughout the year, there are performance management stages that should be ongoing in your day-to-day interactions with employees, while others happen at fixed points in the year, or on an as-needed basis.
Performance management is a circular, ongoing process which begins with hiring an employee. It is crucial to document and clearly communicate responsibilities, goals, and objectives when an employee begins. This documentation should be updated regularly and adjusted as needed throughout an employee's career.
In order to tell if employees are meeting the goals and objectives set for them, you must track their results in a measurable, quantitative way. Such documentation will help you give effective, ongoing feedback, and is essential for conducting annual performance reviews.
Employees need regular communication about performance. If they are meeting or exceeding their goals, they should be given specific information about what they're doing well. If they are not meeting expectations, specific and timely feedback is needed so that they can make and sustain the necessary changes.
All of us want to believe that our work will be appreciated and recognized. Figuring out what each employee needs is the key to effective motivation. Rewards and recognition can be monetary but there are many other ways to motivate employees.