What is Performance Management, and what are best practices, tools and templates for teams and organizations?
Definition of Performance Management
Performance Management is a process in which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization. It is more than just an annual performance review, in that it requires a continuous commitment to setting objectives, assessing progress and providing ongoing coaching and feedback to ensure that employees are meeting their objectives and career goals.
Description of Performance Management
Performance Management can best be described as a continuous cycle of planning, monitoring and reviewing an employee’s progress in the workplace. Each part of the cycle includes specific actions, including:
- Identify, clarify and agree on expectations
- Specify how results will be measured
- Agree on how the process will be monitored
- Document the plan in writing
- Monitor and evaluate how employee is progressing
- Take corrective action or make changes to the plan
- Annual performance review and evaluation
- Sign off and reward (if applicable)
- Begin new cycle
Tools & Templates
A specific tool used in Performance Management includes the employee’s Job Analysis and Job Description, as well as 360 feedback tools and online dashboards.
upBOARD's Online Performance Management Tools & Templates
upBOARD’s online Performance Management tools allow any team or organization to instantly begin working with our web templates and input forms. Our digital platform goes far beyond other software tools by including progress dashboards, data integration from existing documents or other SaaS software, elegant intuitive designs, and full access on any desktop or mobile device.
Learn more about upBOARD’s portfolio of other human resources best practice tools and templates, including:
Career Planning, Change Management, Communication Management, Competency-Based Interviewing, Critical Incidents, Culture Mapping, Delphi Method, Employee Engagement Surveys, Executive & Leadership Coaching, Growth Mindset, Herzberg’s Two-Factor Theory, Job Analysis, Job Description, Learning and Growth Perspective, Mentoring, Performance Management, RACI, Resource Breakdown Structures (RBS), Retirement Index, Skills Requirement Checklist, Stakeholder Analysis, and Workday Task Analysis.