1.

Performance planning: Performance planning is the process of setting specific and measurable
performance goals and objectives for employees. This involves identifying the key areas of
responsibility and expectations for each role and establishing performance expectations and
standards. The performance planning process helps to align individual employee goals with the
organization's strategic objectives.

For example, a sales manager may set a performance goal for a sales representative to achieve a
specific revenue target by the end of the quarter.

2. Ongoing feedback: Ongoing feedback is the continuous process of providing employees with
regular and constructive feedback on their performance. This includes both positive feedback to
reinforce good performance and constructive feedback to identify areas for improvement.
Ongoing feedback helps employees to stay on track with their performance goals and allows
managers to provide support and guidance as needed.

For example, a manager may provide feedback to an employee after a sales call, highlighting areas of
strength and suggesting ways to improve for future calls.

3. Employee input: Employee input refers to the involvement of employees in the performance
management process. This involves seeking input from employees on their performance goals,
providing opportunities for employee self-evaluation, and soliciting feedback from employees on
their performance. Employee input helps to increase employee engagement and ownership of
the performance management process.

For example, an employee may provide input on their performance goals and objectives, identifying
areas where they would like to focus and improve.

4. Performance evaluation: Performance evaluation is the formal process of assessing an

employee's performance against the established performance goals and standards. This includes
gathering and analyzing performance data, identifying strengths and areas for improvement, and
providing feedback to the employee. Performance evaluation provides an opportunity for
managers to recognize and reward good performance and address performance issues.

For example, a manager may use a performance evaluation form to rate an employee's performance
in areas such as sales revenue, customer satisfaction, and teamwork.

5. Performance review: Performance review is the formal meeting between an employee and their
manager to discuss the employee's performance evaluation. The performance review involves
reviewing the employee's performance over a specific period, discussing strengths and areas for
improvement, and setting new performance goals for the upcoming period. The performance
review is an opportunity for employees to receive feedback on their performance and to discuss
their career development goals with their manager.

For example, a sales representative and their manager may meet to review the representative's
performance over the past quarter, discussing strengths and areas for improvement and setting new
performance goals for the upcoming quarter.