Scribd
Upload
2 views7 pages

02 Performance Management

Modern performance management emphasizes continuous feedback over annual reviews, with 89% of HR leaders shifting towards this approach. The performance management cycle includes goal setting, ongoing coaching, and regular check-ins, utilizing SMART goals for clarity and evaluation. Key takeaways highlight the importance of continuous cycles, diverse feedback methods, and a focus on employee development rather than just ratings.

Uploaded by

navinyanavi13
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
2 views7 pages

02 Performance Management

Modern performance management emphasizes continuous feedback over annual reviews, with 89% of HR leaders shifting towards this approach. The performance management cycle includes goal setting, ongoing coaching, and regular check-ins, utilizing SMART goals for clarity and evaluation. Key takeaways highlight the importance of continuous cycles, diverse feedback methods, and a focus on employee development rather than just ratings.

Uploaded by

navinyanavi13
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

HUMAN RESOURCE MANAGEMENT

Performance Management

Aligning goals, feedback, and growth throughout the year

Human Resource Management


The Case for Modern Performance Management
Annual-only reviews are losing ground to continuous approaches

89% 2x 14% 58%


HR leaders shifting toward Engagement lift from regular Performance gain from clear Employees who find annual
continuous feedback manager check-ins goal-setting reviews unhelpful alone
The Performance Management Cycle
A continuous loop, not a once-a-year event

Goal Setting Mid-Cycle Check Development Plan


Set SMART goals aligned to team Review progress and adjust Agree next steps for growth
strategy priorities

1 2 3 4 5

Ongoing Coaching Annual Review


Regular 1:1s and real-time feedback Formal evaluation and rating
Setting SMART Goals
Well-formed goals give both clarity and a fair basis for evaluation

What SMART Stands For Manager's Role


● Specific — clearly defined outcome ● Co-create goals rather than dictate them
● Measurable — quantifiable success criteria ● Check progress at regular intervals
● Achievable — realistic given resources ● Remove blockers as they arise
● Relevant — tied to business priorities ● Document outcomes for the review cycle
● Time-bound — has a clear deadline
Feedback Methods That Work
Different formats surface different insights about performance

Regular one-on-ones
1:1
Weekly or biweekly manager check-ins on progress and blockers

360-degree feedback
360
Input gathered from peers, direct reports, and managers

Peer feedback
P
Colleagues comment on collaboration and day-to-day contribution

Self-assessment
S
Employees reflect on their own achievements and growth areas
Annual Review vs. Continuous Management
Two models for tracking and improving employee performance

Annual Review Model Continuous Model

One formal conversation per year Frequent, lightweight check-ins

Feedback often outdated by review time Feedback given close to the event

High anxiety, high stakes Lower stakes, habitual practice

Backward-looking rating focus Forward-looking development focus


Key Takeaways

1 Performance management works best as a continuous cycle, not a single event

2 SMART goals give employees and managers a shared definition of success

3 Combining feedback methods paints a fuller picture than any one source

4 The goal is development, not just a rating — frame reviews accordingly

Performance Management — Human Resource Management

You might also like