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Performance Management:

Performance Management: Components of the Performance Management Process

Performance management is a systematic process that ensures that team members, both as individuals and as a group, are effectively and efficiently meeting established goals and objectives.  Performance management involves setting expectations, performance support, capacity building, performance assessment, and performance rewards.

1. Setting Performance Expectations.  Team leaders must be certain that team expectations are…

  • Clear: Each team member must understand what needs to be done, why it is important, how it supports both team and organizational goals, and the base level of accomplishment.  Clear timelines should be well defined.

  • Doable: Expectations must be within the performance range of the team member and equitable with peer expectations.

  • Verifiable: Expectations should be measurable and each team member should understand how the measurement will be applied and when.

  • Flexible: Expectations must be adjustable to fit changing resources, goals, and other work requirements.

 2. Performance Support.  Team leaders must support team members by…

  • Providing feedback so team members understand how they are progressing.

  • Conducting progress reviews with individuals and the team

  • Identifying unacceptable performance

  • Helping team members solve problems and overcome hurdles

3. Capacity Building.  Leaders must work to build team capacity by…

  • Identifying training needs

  • Providing relevant training

  • Coaching team members

  • Offering assignments that expand and develop new skills

  • Introducing new and improved processes, resources, and/or technology

  • Modeling methodology

  • Addressing deficiencies on a one-on-one basis

4. Performance Assessment.  Team leaders must assess performance by…

  • Summarizing employee performance periodically

  • Identifying the team’s best performers

  • Conducting formal individual appraisals

  • Maintaining an ongoing record of both individual and team performance

5. Performance Rewards.  Team leaders must use performance reward effectively by …

  • Recognizing a job well done

  • Using sincere praise and congratulatory statements

  • Balancing informal praise with formal recognition such as time off, a celebratory lunch, monetary rewards, symbolic prizes, etc

  • Offering more responsibility as capacity grows

  • Understanding that the continuation of quality performance frequently builds on the recognition of behavior and consequences