PERFORMANCE

MANAGEMENT
BEST PRACTICES
GROUP 7 – (BSBA HRM 3-2)
Opening
Prayer
 PERFORMANCE
MANAGEMENT
BEST PRACTICES
GROUP 7 – (BSBA HRM 3-2)
 Contents
01.
Performanc
02. 03.
Top Performanc
e
Performanc e
Managemen
e Managemen
t
Managemen t Best
t Trends for Practices
2022
 PERFORMAN
CE
01. MANAGEME
NT
 PERFORMANCE MANAGEMENT
With continuous performance management, you can empower
and engage employees to drive goals and objectives critical to
business success. Here’s how:
Helps managers
address obstacles and Promotes employees
1 opportunities as they
come up
5 growth and
development

Make employees feel Shapes strategic

2 heard, valued, and
recognized
6 people decision

Connects employees Drives employee

3 to organizational 7 retention
goals and purpose

4 Support a healthy
company culture
1 HELPS MANAGERS ADDRESS OBSTACLES
AND OPPORTUNITIES AS THEY COME UP
- When managers keep a pulse on
employee performance, they can tackle
problems and get their teams back on
track.
2
MAKES EMPLOYEES FEEL HEARD, VALUED,
AND RECOGNIZED
- Recognition makes employees
feel valued in their role.
3
CONNECTS EMPLOYEES TO
ORGANIZATIONAL GOALS AND PURPOSE
- Regular performance conversations help
leaders outline the bigger picture.
4 SUPPORTS A HEALTHY COMPANY CULTURE
- Your company culture is all about the
way you get work done at your
organization, and your approach to
performance is a key part.
5
PROMOTES EMPLOYEE GROWTH AND
DEVELOPMENT
- A good performance management
strategy helps employees grow to reach
their full potential.
- It helps managers understand when an
employee might be ready for a new project
or role.
6 SHAPES STRATEGIC PEOPLE DECISIONS
- When you understand the big picture
behind employee performance, you can
make decisions that empower employees
across the company.
7 DRIVES EMPLOYEE RETENTION
- The approach to performance makes all the
difference in the employee experience.
- The employee experience is a key indicator of
whether your employees decide to leave or not.
 TOP
02 PERFORMANCE
MANAGEMENT
. TRENDS FOR 2022
 Top Performance
Management Trends For 2022

1 2 3
1 in 3 employees want Continuous 1-on-1s are Hybrid and remote
weekly 1-on-1 associated with workers prefer to have
conversations elevated engagement more frequent one-on-
levels ones with their
managers
 Top Performance
Management Trends For 2022

4 5

Frequent and collaborative Recognition, fairness,

goal setting is associated feedback, and alignment
with higher employee are the top drivers of
engagement levels employee engagement
1 IN 3 EMPLOYEES WANT WEEKLY
1-ON-1 CONVERSATIONS
CONTINUOUS 1-ON-1S ARE ASSOCIATED
WITH ELEVATED ENGAGEMENT LEVELS
 HYBRID AND REMOTE WORKERS
PREFER TO HAVE MORE FREQUENT
ONE-ON-ONES WITH THEIR
MANAGERS
FREQUENT AND COLLABORATIVE GOAL
SETTING IS ASSOCIATED WITH HIGHER
EMPLOYEE ENGAGEMENT LEVELS
FREQUENT AND COLLABORATIVE GOAL
SETTING IS ASSOCIATED WITH HIGHER
EMPLOYEE ENGAGEMENT LEVELS
RECOGNITION, FAIRNESS, FEEDBACK,
AND ALIGNMENT ARE THE TOP
DRIVERS OF EMPLOYEE
ENGAGEMENT
 PERFORMANCE
MANAGEMENT
03. BEST
PRACTICES
 SIX PERFORMANCE
MANAGEMENT BEST
PRACTICES

1 3
Conduct continuous Prioritize Recognize
performance collaborative and employees for their
management
conversations
frequent goal
setting
2 efforts
 PERFORMANCE
MANAGEMENT BEST
PRACTICES

4 5 6
Give regular Align employee and
Evaluate
performance organizational goals
performance fairly
feedback
PERFORMANCE MANAGEMENT BEST PRACTICES

1 CONDUCT CONTINUOUS PERFORMANCE

MANAGEMENT CONVERSATIONS
Employees want to have frequent one-on-ones with
their manager.
• When one-on-ones happen frequently, teams are
more likely to be aligned, efficient, and engaged.
• While weekly one-on-ones are preferable, ensure
you’re holding these conversations at least
monthly.
PERFORMANCE MANAGEMENT BEST PRACTICES

2
PRIORITIZE COLLABORATIVE AND
FREQUENT GOAL SETTING
When goals are set collaboratively and frequently,
employee engagement increases. Managers should
set goals with their teams or individual employees—
managers and business leaders shouldn’t set goals
alone.
PERFORMANCE MANAGEMENT BEST PRACTICES

3 RECOGNIZE EMPLOYEES FOR THEIR

EFFORTS
Employee recognition is associated with strong
employee engagement levels. Acknowledge
employees when they achieve goals, showcase
increased effort, and practice valued behaviors.
PERFORMANCE MANAGEMENT BEST PRACTICES

4 GIVE REGULAR PERFORMANCE FEEDBACK

Employees need feedback that helps them improve.

Employees are likely to be engaged when they
receive effective feedback from their managers.
Conclusion
QUIZ
 Reference
https://www.quantumworkplace.co
m/future-of-work/performance-
management-best-
practices?fbclid=IwAR1eA6LmBguF
cBAC5fS1CEF4l1c-83teJPV-
TorLwpepwwDiPb6QKUNlaUo
Thank
You!