How Performance Management Works
Effective performance management relies on the collaboration between employees, managers, and administrators. When these roles work together harmoniously, it creates an efficient and productive environment, promoting individual and organisational growth.
Several factors contribute to a successful performance management process:
Employees:Open communication and mutual understanding between employees and managers are essential.Active engagement includes:Setting clear objectivesParticipating in regular check-insSelf-assessing progress.
This approach leads to:A sense of ownership over professional developmentThe nurturing of a growth mindsetAlignment of personal goals with the company's priorities.
Managers:Ongoing guidance and constructive feedback help employees stay on track.Key responsibilities include:Providing timely feedback and supportDiscussing self-ratings and providing balanced assessmentsAdjusting objectives to align with business and individual needs.
This approach results in:A culture of continuous improvementMore accurate and actionable performance outcomesIncreased motivation and productivity.
Administrators:System accuracy and smooth operation enable an effective performance management process.Primary responsibilities include:Managing key data and performance cyclesGenerating insightful reports for informed decision-makingCreating and maintaining agreement templates and review setups.
This support ensures:A structured and efficient performance management systemClear alignment of reviews with organisational goalsA seamless experience for employees and managers.
Below is an example of a performance cycle containing two review periods with check-ins enabled. Performance management requires collaboration and communication between administrators, managers, and employees.
