Glossary of Human Resources Management and Employee Benefit Terms
Employee performance management is a process in which organizations establish clear performance expectations and goals for employees, measure their progress toward these goals, provide feedback and coaching to help employees improve their performance, and use this information to make decisions about promotions, compensation, and other rewards.
The process typically involves regular communication and feedback between managers and employees, as well as formal evaluations or appraisals of employee performance. The overall goal of employee performance management is to help employees understand their roles and responsibilities, identify areas for improvement, and achieve their full potential within the organization.
Employee performance management is the process of setting goals, measuring progress, and providing feedback and support to employees to help them improve their performance and achieve their full potential in the workplace.
Employee performance management is important because it helps organizations ensure that their employees are working effectively and efficiently toward achieving organizational goals. It also helps employees understand their roles and responsibilities and provides them with opportunities to grow and develop within their jobs.
The components of employee performance management typically include:
Performance evaluations should be conducted regularly, typically annually or biannually. However, ongoing feedback and coaching should be provided throughout the year to help employees stay on track and progress toward their goals.
Managers can provide effective feedback to employees by being specific, timely, and objective in their feedback. They should focus on behaviors rather than personality traits and provide both positive and constructive feedback. They should also listen actively and engage in a two-way dialogue with employees to ensure that they understand and can act on the feedback provided.
Some common challenges in employee performance management include:
These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).
Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.
eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.
Organizations can ensure that employee performance management is fair and objective by taking the following steps: