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Performance Management

Definition: “Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner.  Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as may other areas.” 

Reference Source:  Wikipedia

Performance management is often perceived as ‘negative’ as in “Joe is being performance-managed” which implies that Joe is on his way out of the business!  Hopefully NOT.  In some (hopefully few) organizations, performance management is viewed and demonstrated in this manner and may be the first step in the organization’s disciplinary process to correct unwanted behavior or achieve unmet goals.  We rarely accomplish a change in behavior or goals by ‘performance managing’ someone in this manner. 

Instead, performance management should be approached as an investment and developmental, not negative, and is comprised of:

  • Being curious about what happened (there may be factors you are unaware of)

  • Setting achievable goals,

  • Ongoing observation (check-ins),

  • Catch people doing something right!’ and

  • Providing helpful feedback that discusses the behaviour. 

This form of performance management does NOT erode the person’s self-esteem.  It is recognized as a builder of skills and abilities and sets up the employee for success and enjoyment of the role.  This approach builds and strengthens employee engagement (loyalty and improved service) and contributes to the positive and enjoyable workplace culture.    

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