Performance management 

Improving overall performance means improving individual performance

Performance management should be:

• Strategic - it is about broader issues and longer term goals
• Integrated – it should link various aspects of the business, people management and individuals and teams

It should incorporate:

• Performance improvement – throughout the organisation
• Development – unless there is continuous development of individuals and teams, performance will not improve
• Managing behaviour – ensuring that individuals are encouraged to behave in a way that fosters better working relationships

Effective performance management requires that all managers and staff:

• Appreciate its purpose
• Understand the process and what is expected of them as individuals
• Recognise the link between organisational, team and individual objectives
• Use a range of communication skills, such as effective listening, questioning and feedback
• Focus on the positive and what the individual has done well
• Determine and agree areas for improvement and development

10 reasons why effective performance management is essential in your organisation

• Provides clarity about responsibility and accountability
• Focuses the organisation on its priorities
• Provides a balanced approach to monitoring and evaluating performance
• Clarifies expectations of individuals and teams
• Creates openness and honesty about what can and cannot be achieved
• Enables effective use of resources
• Identifies performance gaps that need to be remedied
• Improves communication
• Celebrates achievement, raising staff morale and self-esteem
• Tailors development and training to improve the performance of the organisation

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