# Before You Start

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#### Before you start:

- Consider populating the **Master Data Library** with performance management items, which can streamline the performance management process. These library items include: 
    - - Perspectives
        - Key Performance Areas
        - Key Performance Indicators
        - Leadership Behaviours
        - Values and Behaviours
        - Key Competencies

Click [here](https://signature.signifyhr.co.za/link/2369#bkmrk-how-do-i-update-the- "How do I update the Master Data Library for Performance Management?") to find out how to update the **Master Data Library**.

![PM Master data library.png](https://signature.signifyhr.co.za/uploads/images/gallery/2026-01/hlvpHk91W0JzYahg-pm-master-data-library.png)

- Ensure you have a clear understanding of the employee's responsibilities, the company's goals, and how the role fits into the overall picture.
- Base the performance objectives on **SMART goals**. Each objective should be: 
    - - Specific
        - Measurable
        - Achievable
        - Relevant
        - Time-bound
- Ensure the goals support the department or organisation's priorities.
- Select clear performance indicators.
- Finally, employees are more likely to commit to the process if they have input in setting their goals, so consider engaging in a two-way discussion

#### Key elements to include:

- **Performance goals and objectives**
    - These should be aligned with organisational priorities.
    - Keep the language simple and clear.
    - Avoid making goals too broad or unrealistic.
- **Key Performance Indicators (KPIs)**
    - Select quantitative and qualitative indicators for each objective.
    - Focus on the most impactful goals to avoid overloading the agreement.
    - The employee's input is vital when setting targets.

![PM Performance agreement KPI.png](https://signature.signifyhr.co.za/uploads/images/gallery/2026-01/I5aPWA52VbfiQQqg-pm-performance-agreement-kpi.png)

- **Behavioural expectations**
    - Include company values, as well as expected behaviours in teamwork, leadership, or communication.
- **Employee support**
    - Consider the tools, resources, or support from management that the employee may need to succeed.
    - Acknowledge that priorities may shift and that agreements should be revisited if needed.
    - Think about the employee's development and their future potential.
- **Review process and frequency**
    - Define how and when progress will be evaluated.
    - Incorporate feedback loops that enable feedback to flow from the manager to the employee and vice versa.

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