z

z
Performance planning
z

Performance planning refers to the process of identifying the goals

of an individual or organization and planning the best ways to
achieve them. It focuses on underpinning the growth of employees
and helping their career development.

During performance planning, the company objectives and the

performance goals should be communicated to the employee by
his senior. And the necessary training, resources, and support
should also be provided.
z
Identify the Strengths of Each Individual

 Start by learning the capabilities of your employees, which will,

in turn, help you adjust their responsibilities and customize
performance goals.

 A handy tool that can be used here is the SWOT analysis. You
can either perform a SWOT analysis of each individual working
under you or get your team to do a personal SWOT analysis by
their own.
z
z
Set performance goals

 Considering his or her strength, establish performance goals. Involve the

employee during this step; their participation will help them understand
the plan and where he/ she is heading.

 However, prior to setting the goals, you need to gain an understanding of

the overall goals of the organization, and that of the team or department
the employee represents. Then make sure that the individual performance
goals align well with them.

 You also need to make sure that the goals adhere to the SMART criteria;
that they are specific, measurable, attainable, realistic and timely.
z
 z
Define Employee Responsibilities

 When you have already established the goals an individual has to

achieve within the time period, it becomes easier to define their
responsibilities. With a performance review, their responsibilities may
change, but they’ll always be assigned a basic set of functions.

 Create an organizational chart clearly conveying their place in the

organizational or team hierarchy and their roles and responsibilities.
This will also let them see how they influence the work of their
colleagues as well.
z
z
Describe the Resources Needed

 Once the performance goals are clear, identify the resources

necessary to accomplish them. These could vary from
computers, training material to action plans.

 The action plan should lay out the steps the individual should
take to accomplish the goals. Check out this resource on 
Action Plans to learn how to create one.
z
z
Create a Development Plan

 This is where you come up with a plan or 

plans to develop the skills, knowledge and even the attitudes of
the employees which are needed to achieve the goals that have
been set and carry out the new responsibilities assigned to him/
Create a Development Plan
her.

 During this stage, career development plans are built to help the
employee understand where they are headed in their career. It
will have a positive impact on the employee’s motivation and
personal growth.
z
 z
Continue to Coach and Counsel

 As the employee carry out his/ her responsibilities and the steps
laid out in the action plan to achieve the goals, his/her seniors
should take it upon themselves to give the support necessary for
him/ her to succeed.

 Two tools that can help you during this phase are the 
GROW coaching model and the skill will matrix.
 z z

Thank You

someone@example.com