Six steps of performance management, five processes of performance management

Performance management is a systematic approach to management that aims to improve employees' performance and abilities by setting goals, evaluating performance, providing feedback, and rewarding and punishing employees. It typically consists of the following six steps:

Set goals: Establish quantifiable and measurable performance goals based on the company's strategy and business goals, including quality of work, work efficiency, customer service, teamwork, etc.

Planning performance: Formulate a performance management plan, including the time, method, indicators, standards and processes of performance appraisal, and clarify the responsibilities and roles of performance management.

Performance evaluation: Evaluate employees' work performance and results according to the set performance goals, including questionnaires, 360-degree evaluations, work results evaluation, etc.

Feedback and communication: Feedback the results of performance appraisal to employees in a timely manner, and communicate and exchange with employees to help employees understand their work performance and results, and find problems and improvement opportunities.

Reward and punishment measures: According to the results of performance evaluation, corresponding reward and punishment measures are taken to motivate the enthusiasm and creativity of employees, and at the same time, further development plans and goals can be formulated for employees to improve their performance and ability.

Performance Improvement: Adjust and improve the performance management plan based on the performance evaluation results and employee feedback to improve the effectiveness and operability of performance management.

What is the basic process of performance management?

1. Formulate an evaluation plan.

1) Clarify the purpose and object of the evaluation.

2) Select the content and method of the assessment.

3) Determine the time of assessment.

2. Technical preparation.

Performance evaluation is a very technical exercise. Technical preparation mainly includes determining evaluation criteria, selecting or designing evaluation methods, training evaluators, etc.

3. Selection of reviewers.

The two factors to consider when choosing an evaluator are:

Through training, examiners can master the principles of examination, familiarize themselves with examination standards, master examination methods, and overcome general deviations. When selecting personnel, as described above. Two elements require that a variety of candidates for review be considered in general.

4. Collect data and information.

The collection of data and information should establish a system related to the review indicator system, and adopt various effective methods to achieve it.

5. Analyze and evaluate.

1) Determine individual grades and scores.

2) Synthesize the results of each evaluation of the same project.

3) Synthesis of evaluation results of other projects.

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Performance management is a constantly updated system process, which consists of five links: performance plan formulation, performance coaching and communication, performance appraisal implementation, performance result feedback, and performance result application.

1) Performance plan formulation.

The formulation of performance plan is the basic link of performance management, and the scientific and reasonable performance plan is the program to guide the work of enterprises and employees. After joint discussions, managers and employees determine and reach a consensus on the work objectives, work plans, work time limits and measurement standards of employees in the performance cycle, and form a written plan.

2) Performance coaching communication.

Performance coaching is an important part of performance management, which runs through the whole process of performance management, and is a process in which managers and employees discuss performance plans, problems and solutions in performance progress. If this link is not implemented, performance management is prone to problems.

3) Implementation of performance appraisal.

Performance appraisal is the core part of performance management, which is a process in which enterprises use specific appraisal standards to evaluate employees' work behavior and performance, and use the evaluation results to positively guide employees.

4) Performance results feedback.

Performance result feedback is the process of the enterprise analyzing the performance appraisal results of employees, giving feedback to employees, and jointly taking performance improvement measures.

5) Application of performance results.

The process of using the results of performance appraisal to adjust the company's application status in terms of talent appointment, salary design, strategic objectives, etc.

Here are the general performance management steps:

1.Set performance goals: Determine the tasks and labor requirements that employees should complete, clarify goals and standards, and ensure that the goals can be aligned with the company's strategic and business goals.

2.Determine performance evaluation standards: Establish scientific and reasonable performance evaluation standards to ensure the objectivity and fairness of evaluation.

3.Develop a personal development plan with employees: Employees work with managers to develop personal development plans to stimulate employee motivation for self-management and self-development.

4.Evaluate performance: Managers evaluate employees' performance based on set performance goals and evaluation criteria to determine whether employees' performance has met the expected goals.

5.Feedback and communication: Managers should provide feedback to employees on their performance and communicate openly with employees to understand employees' perceptions and ideas and work together to resolve any issues that may arise.

6.Develop a performance reward plan: Develop a corresponding performance reward plan for high-performing employees to improve their motivation and motivation.

7.Develop a performance improvement plan: For underperforming employees, managers should develop a corresponding performance improvement plan and provide them with training, coaching, and other support to help them improve their work performance.

8.Performance review summary: At the end of the performance review cycle, managers should summarize the performance review results, analyze the strengths and weaknesses of past performance reviews, and make adjustments and improvements to future performance reviews.