Before You Start

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 to find out how to update the Master Data Library.

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.

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.