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Performance Managment

What is Performance Management?

Performance management is one of the most important parts of a supervisor's job. It is an ongoing process which begins with hiring an employee. Whether working with a long-term employee or a problem employee, all staff members need ongoing feedback about your expectations and their performance. Throughout the year, there are performance management stages that should be ongoing in your day-to-day interactions with employees, while others happen during the annual performance review period, or on an as-needed basis.

Below are the steps in to take to effectively manage an employee's performance

Communicate Expectations

The supervisor is responsible for defining and communicating performance expectations and standards, which can be defined as the work responsibilities and tasks that an employee is expected to perform.

It is crucial to document and clearly communicate responsibilities, goals, and objectives when an employee begins working for you. This documentation should be updated regularly and adjusted as needed throughout an employee's career.

There are various times at which it is important to communicate performance standards: When a new employee starts the job; at the start of the performance year; when job responsibilities change; and when coaching will help an employee's performance.

By communicating performance standards, you will be able to obtain desired results and outcomes, improve an employee's performance, and develop new skills.

Track Performance Results

In order to tell if employees are meeting the goals and objectives set for them, you must track their results in a measurable, quantitative way. Such documentation will help you give effective, ongoing feedback, and is essential for conducting annual performance reviews.

Provide Constructive Feedback

Employees need regular communication about performance. If they are meeting or exceeding their goals, they should be given specific information about what they're doing well. If they are not meeting expectations, specific and timely feedback is needed so that they can make and sustain the necessary changes. Sometimes disciplinary action may be necessary.

Motivation and Rewards

All of us want to believe that our work will be appreciated and recognized. Figuring out what each employee needs is the key to effective motivation. Rewarding your employees doesn't have to be costly. There are many things that supervisors can do to let employees know that their efforts are noticed and their good work is appreciated. The key is to be timely, creative, and authentic. Take time to personally thank employees for doing a good job. Do it regularly, specifically and sincerely.

Contact

Rankin Hall Room, 300
Terre Haute, IN 47809

Phone: (812) 237-4114
Fax:812-237-8331
ISU-HumanResources@indstate.edu

Office Hours:
Monday-Friday 8 a.m. - 4:30 p.m.