Performance Management is not a “nice to have” process to give employees feedback – it is an absolute cornerstone of good HR practices and employee relations. But perhaps even more important is that performance appraisals, when handled poorly, can open your company up to legal issues from a disgruntled employee.
A good performance appraisal process should include setting clear and specific performance expectations for each employee and providing periodic informal and formal feedback about the employee’s performance relative to those stated goals. Many performance management processes also include opportunity for feedback from the employee to help establish a richer dialog leading to a better understanding of the employee’s particular interests and long term career goals.
Is your performance management system robust enough to help align employees to the overall business goals, provide constructive feedback for improvement and to create a rich development plan for their growth? We can help you create your own process and forms and then help train all of your managers on how to successfully conduct a performance appraisal. Don’t let a bad or inadequate system come back and haunt you later – let us help you now!
Performance Management Resources
We publish a monthly newsletter known as “Emerging Issues in HR” as a free resource to help our subscribers to stay in the know on hot topics in HR. The following articles from our “Emerging Issues in HR” newsletters address performance management questions and challenges, as well as offer suggestions and solutions.
- Are Annual Performance Appraisals Disappearing?
- Guide to Quality Performance Reviews
- Hut, Hike, Motivate!!
- Making Performance Appraisals Work
- Performance Management: The Individual Strategic Plan
- The Advantages and Disadvantages of a “360” Feedback Process
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