Description

Performance management starts by setting goals that are connected clearly to the organization’s key priorities. Make transparent what is expected of the employees. Focus each employee on a small handful of things, and help them evaluate how well they’re doing against these goals throughout the year. It’s an ongoing process, not a once-a-year activity. Include goals related to career development, not just results for the organization. Performance management is hard because it requires authentic discussions not only about strengths –the easy part – but also about weaknesses. People deserve to know when they’re doing a good job, but also when they’re not, and what to do about it.