Performance Management
Performance management is not simply a once-a-year evaluation. Effective performance management is an ongoing, collaborative process that fosters positive engagement between you and your employees throughout the year.
Most employees want to be successful contributors. They want to know what is expected of them and how they can most effectively achieve those expectations.
As a supervisor, it is your responsibility to:
- Clearly communicate expectations.
- Provide employees with the tools, training, and information they need to succeed.
- Offer regular, timely, and constructive feedback.
- Be reasonable and fair when evaluating performance.
- Recognize successes and achievements.
- Proactively address performance issues early to prevent them from escalating into major concerns.
Effective performance management benefits not only employees, it also makes your role easier while helping you build a high-performing, productive team.
Other benefits of effective performance management include:
- Motivated and engaged employees.
- Increased retention of good employees.
- Reduced costs related to recruiting and training new employees.
- Less time dealing with corrective action issues.
- Positive departmental and college reputation as a wonderful place to work.
Document
Document the employee’s goals, including any needed training and professional development. Once completed, be sure the employee has a copy. Both you and the employee will want to refer to the document throughout the year.
Supporting throughout the year
A lot can happen in a year so proactively supporting your employees in their goals can make all the difference in their work performance.
Stay connected!
Meet with your employee regularly throughout the year, formally or informally, so that you can provide timely feedback about the employee’s performance. These meetings serve as an opportunity to discuss any additional support or training the employees may need to accomplish their goals. We recommend meeting with your employees individually at least once a month.
Collaborate
Encourage two-way dialogue with your staff. Create a supervisorial relationship where employees feel safe to discuss work challenges and mistakes freely. You cannot help if you do not know a problem exists. And your employees may not speak openly if they fear they will get in trouble for their honesty and openness.
Address performance issues early!
Do not let performance issues linger. Addressing them immediately is the best way to prevent challenges from snowballing into problems then into formal corrective action. Focus on being an effective coach so that you spend less time as a disciplinarian.
Revise goals, if needed
If an individual’s goals change, be sure to document the changes, and give the employee a copy of the revised goals.
Throughout the year, keep notes on your employees’ achievements and performance. This information will come in handy when it is time for their annual performance evaluations.
Recognition
At any time, you can boost employee engagement by recognizing the excellent work of your staff.
Recognition can be provided individually or collectively, formally or informally, publicly or privately.
Employee satisfaction and commitment increases when employees:
- Are recognized for their achievements; and
- Know that their contributions matter to the organization.
Recognition is most effective when it takes place on a regular basis and in a variety of ways. It is also important that recognition activities align with the culture of your department.
For more information or questions regarding employee performance management contact the Human Resources Labor and Employee Relations Team.
Performance Evaluations
The performance evaluation process is intended to be a collaborative effort between employee and supervisor. It should focus on achievements during the evaluation period while also looking forward to goals and growth opportunities in the future. The staffing category of your employees will determine if/when a formal performance evaluation is required.
Key objectives of the performance evaluation process include:
- Recognize the employees’ contributions during the evaluation period.
- Enhance future performance by providing positive, constructive, and developmental feedback.
- Identify and integrate organizational and individual objectives and expectations.
- Encourage individual employee growth and development.
- Provide data that documents performance.
Training Opportunities and Resources
Webinars through LinkedIn Learning:
You may access LinkedIn Learning via myParkland > clicking on My Apps > inLearning.
Available titles include but not limited to:
- Performance Review Foundations
- During the Performance Evaluation
- Evaluating New Hire Performance