Glossary of Human Resources Management and Employee Benefit Terms
Performance planning is a process that is conducted by the employer while discussing performance goals during a period of time. It is also assessed when an employee faces problems in achieving targets.
Performance planning is a strategic process that looks into whether the organization's goals are being met by its employees. It involves setting relevant, achievable, specific, measurable, and time-bound goals for employees, and then creating a plan to help them meet those goals.
The key elements of performance planning are:
The objectives of performance planning are:
Setting meaningful goals is the foundation of effective performance planning. To inspire and motivate your team, it's essential to set goals that are challenging yet attainable.
When setting goals, consider the following:
Once goals are set, effective communication is key to ensuring that everyone understands and is on board.
Consider the following strategies:
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.