Creating a Performance Agreement

Before you start:

• Ensure you have a clear understanding of the employee's responsibilities, the company's goals, and how the role contributes to the overall picture.
• Base the performance objectives on SMART goals. Each objective should be:
  • Specific
  • Measurable
  • Achievable
  • Relevant
  • Time-bound
• Make sure 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 terms of teamwork, leadership, or communication.
• Employee support
  • Consider tools, resources, or support from management that the employee may need to succeed.
  • Acknowledge that priorities may shift and 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 allow feedback from the manager to the employee and vice versa.