Performance management & CASE3

Performance management is the process used to achieve performance targets, to reach higher performance levels and to ensure that employees work supports organization’s goals. It is aiming towards comprehensive and sustainable competitiveness. Performance management team has to have a broad knowledge and experience about performance measurement, analysis and management skills on variety of purposes.

Performance management is a continuous cycle that involves

  • Planning job to be done beforehand so it is possible to set goals and expectations for groups and individuals to guide their hard work towards achieving organization’s goals. It’s effective to involve employees in planning process to let them understand what needs to be done and why.
  • Monitoring progress and performance. Active monitoring increases the chance to identify and resolve problems in early stage.
  • Developing means increasing the capability to perform through training giving assignments that introduce new skills or higher level of responsibility, improving work processes, or other methods.
  • Rating periodically to summarize performance.
  • Rewarding good performance.
https://www.opm.gov/policy-data-oversight/performance-management/performance-management-cycle/

CASE3 http://www.cascadeemployersblog.com/salarytrends/a-performance-appraisal-horror-story-with-a-happy-ending

In this Case Jerry Bumgarner, Cascade’s consult and performance trainer, reflects back 35 years to the experience he had with performance appraisal. He got performance appraisal done by his supervisor he had worked over 6 moths with. During these 6 moths Jerry had feeling that he’s doing all fine and his supervisor didn’t let Jerry expect anything else. After receiving negative feedback on the appraisal he was surprised that his supervisor waited for 6 months to tell him. Jerry was ready to quit the job but his companys HR Director realized that Jerry was treated unfairly so he made a 6moths long plan for Jerry to progress and show his capabilites. After all everything turned out well and Jerry describes it as a win win win situation for him, for the supervisor and for the company. After reading this case I was as surprised as Jerry was that his supervisor didn’t give him any hint how he’s doing during the first 6 months. Communication is the key for success and to develop. Getting feedback can feel uncomfortable but in the end well given constructive feedback is always a good thing that can lead into better results. After the first evaluation HR Director used steps on the performance management cycle. He Planned what Jerry needs to do during the next 6 months. Jerry’s supervisor monitored how Jerry is doing during this period of time and at the end Jerry received new, positive review.