R M A N C E M AN AG EM EN T

PERFO
ADIMI N I S T RA T I O N
. / M ARCOS, NE VE L YN E.
TOLENTINO, CYNE A
PERFORMANCE MANAGEMENT
• is the process of creating and maintaining a productive and
efficient work environment where employees can fulfill their full
potential. Performance management begins when an employee
is hired and does not end until they leave the company or
organization.

ADMINISTRATION
• is the management and application of the processes an office,
business, or organization. It involves the efficient and effective
organization of people, information, and other resources to achieve
organizational objectives. Administer is under the supervision of the
general manager of Human Resources is responsible for the
development, implementation and administration of the performance
management system and merit-based programs, designed towards
employee engagement and motivation.
PERFORMANCE MANAGEMENT ADMINISTRATION

• managing the performance of employees plays an important role in meeting company goals, keeping
employees motivated and being able to take appropriate action to help employees when they are struggling.

• It enables managers and executives to focus on specific areas in order to meet targets.
• It allows managers to identify those who perform well and reward this behavior. This incentivizes employees
to perform to the very best of their ability.

• Effective performance management administration consists of meeting both task and people needs.
* Task needs are those dealing with structure and practical strategy.
* People needs relate to the development and motivation of your team.
MANAGING EMPLOYEE PERFORMANCE
EFFECTIVELY
1. SET GOALS + RECRUIT RIGHT

When setting goals, it is important that they align with your company culture and what your
employees can realistically do. We suggest you look at past performance of your
department, identify points for improvement, and try to quantify the increase in
performance you would like to achieve.
2. SET A STRUCTURE + PROVIDE SUPPORT

In order to create A hybrid work environment in which employees feel comfortable, it is

important to keep an open dialogue. Outline a structure of communication where junior
employees first seek advice from more senior employees before they come to you and
provide the necessary collaboration tools to build these relationships.
Recognize their past experiences and skills and build on this by offering relevant
learning resources as well as your own advice and guidance.
 3. COMMUNICATE YOUR PLAN + COACH AND CHALLENGE

Once you have set a structure, it is time to communicate your plan of action. Ensure each
employee has a clear idea of what is expected of them. Ensure you provide continuous
coaching and challenge your employees at this stage. Take their feedback into
consideration, listen to any concerns they may have, and provide appropriate support.
As a manager, you are responsible for helping your staff build their capability.
4. MONITOR & EVALUATE + MAKE JOINT DECISIONS

Monitor and evaluate how you are performing compared to expected progress but don’t
spend hours on end building reports. Once you have an idea of how you, your team and
each person individually are doing, you can involve them in decision-making processes.
This provides a sense of ownership over the targets and can be a great source of
motivation.
Ask employees if they would like to have any input on your strategy, how they believe they
can improve or how targets should be adjusted, and take this into consideration.
5. HOLD ACCOUNTABLE + EMPOWER, ENGAGE, LISTEN

If certain employees constantly underperform, this should indicate you need to take action.
Communicate with the employee, show them the data indicating they are underperforming
and ask them what they believe they need to improve.
Lastly, it is important to empower and engage employees to make the best decisions and
listen to their feedback. An excellent way to achieve this is to provide employees with the
information they need to make such decisions. By using business intelligence, you are
providing your employees with one view of the truth in an easy to understand manner.
PERFORMANCE MANAGEMENT
STRATEGY
 • When performance expectations and company goals are not explicitly outlined, it can be
1.Communicate challenging for employees to know whether they are succeeding in their work or not.
Company Goals Too often are leaders unclear when outlining goals and company objectives, and the
& Performance chances of employees asking follow-up questions when they are unclear can be quite
Objectives  low. Clearly stating performance expectations and organizational goals should be the
first step towards strategic performance management.  

• Tools and tactics often used to monitor progress include goal-tracking

2. Regularly Offer software, holding one-on-one update meetings and real-time feedback. The more
Performance of these strategies you use when managing goal completion, the more likely it is that
Feedback employees will feel confident in staying on the right track in their efforts.  

• With the rapid development of technology, many traditional employee performance review
strategies have become obsolete. Seeking out a software that is employee-friendly, has a
3. Take Advantage simple and intuitive dashboard interface, and allows for quick and actionable reporting is a
of Performance
central component in fostering employee development in the modern world. An HR
Management
performance management software that is conducive to modern organizational demands
Software
allows you and your employees to stay productive and timely in your deliverables and helps to
ensure your company stays running smoothly and efficiently.  
 • A more modern approach to performance feedback exists in the form of multi-rater,
also known as 360-degree reviews. Most performance management software
4. Utilize Multi- programs are conducive to this feedback strategy. Multi-rater feedback can be very
Rater Feedback  useful because the feedback discussion looks to include peers, colleagues, direct
reports and even customers. Ultimately, this approach allows for a more well-
rounded and inclusive feedback experience vs a single perspective from only the
person’s manager. 

• Progress reports or progress meetings may already be a familiar term within your
5. One-on- workplace, but consistently setting aside time to meet with your team and check in on
One Discussion the progress towards goals will always be an important part of the effort in reaching
Meeting Outcomes those goals. The frequency of these meetings can vary widely depending upon the
and Results  organization. Some companies may benefit from holding them monthly, others may
choose to have them on a weekly basis. However often, it should be communicated
clearly to the entire team that attendance is mandatory. This ensures that the progress
feedback generated from these update meetings is accurate to the state of the
project or goal. 
 Principles of Performance Management
1. Leadership 2. Open communication
• Empower organizational leadership to provide • Managers should be trained in how to give
clarity and example from the top constructive feedback and set clear expectations
• Invest in training managers to give them the about performance
skills they need to engage their teams • Encourage an open-door policy between managers
• Involve managers in developing performance and employees.
management plans

3. Agility 4. Promote employee engagement

• Be open to adjusting the performance • Adapt the performance management process for
management policy as needed based on metrics different segments and departments while keeping
and feedback individual objectives aligned with organizational
• Empower managers and teams to discuss goals
results and pivot when required • Recognize and celebrate successes with formal
• Risk-taking should be encouraged  and informal shoutouts recognizing individual or
team achievements
5. Keep it positive and constructive
• Performance management should
focus on professional development
• Address underperformance separately
from ongoing performance
management
6. Addressing under-performance
• Give the employee a corrective performance plan with
clear expectations for improvement, including a timeline and
clear objectives 
• Offer support to achieve these improvements consider
offering additional training or mentorship, and take care to
maintain ongoing communication with the employee to
swiftly
PERFORMANCE MANAGEMENT MODELS
• Plan - performance management begins when the reviews the
employee's position restriction, communicates competencies,
creates goals, and discusses them with the employee. This helps
establish mutual understanding of the performance and behavioral
expectations.

• Coach -  the goals and any other documentation created during the
Plan phase become a working document to be referenced, and
revised if necessary, throughout the performance review period.

• Evaluate - may rely on multiple resources, such as the employee self

evaluation, performance notes created during the year, accolades,
and customer feedback to assess the employee's performance.
Meet with the employee to discuss the performance evaluation,
explain the ratings, and provide feedback about strengths and areas
for improvement.

• Reward -  recognizes and rewards performance at year-end and

during the year as merited.
 Managers at Facebook generally know what to expect when
biannual performance reviews roll around. Due to the company’s
continuous stream of 360 real-time feedback, everyone has a
good understanding of an employee’s performance prior to the
appraisal, minimizing any uncertainty or ambiguity on both ends.

Google launch a project dedicated to assessing their

managers, which has led to thorough training and future
development process that set managers, and thus employees,
up for success.

Adobe’s leadership team made a bold leap into a performance

management system that began by training managers how to
perform more frequent check-ins and offer actionable guidance,
then the company gave managers the leeway they needed.

Accenture is a massive company - over 330,000 people, so

changing their systems means a huge effort. Now, they are using a
more fluid performance management process where employees
receive ongoing, timely feedback from management. This has been
paired with a renewed focus on immediate employee development
and an internal app for communicating feedback.
KEY TAKEAWAYS:
• Performance management processes convey a shared understanding of company
goals and a shared approach to achieving these goals.
• Leading and developing your people with tech-enhanced performance management
processes will improve employee engagement, propel productivity, and keep the
entire organization aligned in its mission.
• Using these strategies to manage performance can be incredibly beneficial for both
your team and the company as a whole. Chances are you will be seen as a better
leader, your team will be more motivated, and the company as a whole will perform
better.
REFERENCES:
• https://sprigghr.com/management-tips/5-strategic-performance-management-tips/

• https://www.valamis.com/hub/performance-management

• https://www.hibob.com/guides/developing-performance-management-strategy/

• https://employees.tamu.edu/talent-management/performance-management/
pcer.html#:~:text=The%20performance%20management%20process%20is,facilitating
%20the%20performance%20management%20process.