Performance management is not one item. It is a process which entwines corporate goals with organizational development and employee achievement. Literally, performance management is the sum of separate management functions including:

One day, I was asked isn't performance management doing performance reviews or performance appraisals? Performance appraisals are important but they are only one part of performance management, and this is many times where confusion occurs. The most profitable companies have learned and trained their managers on the total process. That is, their managers know how to set department and individual employee goals that are tied to corporate goals and then have the skills to design metrics, use them, communicate, give feedback and then celebrate achievement.

Performance management is really not a mystery. Most managers are trained on the individual elements but sometimes they are not trained to see the need for the total process. Performance management is a powerful set of tools that when combined into a process becomes the tool package that helps organizations achieve their strategic goals. The steps within the process ensure that an organization works to design goals and measurements and then provides the information that focuses all employees on success by linking individual objectives to organizational goals.

One should not doubt that there are dual goal tracks occurring within the performance management process - ultimate achievement of corporate objectives and personal employee growth. Expert managers understand that the communication, feedback and individual goal setting elements of performance management strive to develop the skills of employees so that they see their capability to succeed for their own satisfaction and ultimately increase the profits of a company.

As obvious as it is, performance management does require planning, design and training. The experts at Employment Enterprises, Inc. can help you help you with your performance management. Contact us at 703-361-2220.