Performance Management Framework

Performance management includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.

In performance management the most difficult part is "Performance Conversation" where most of the brand new people manager stuck and make those conversation become difficult for themselves on the other hand smart managers follows the Performance Management Framework.

Stages of Performance management:

1. Starting of Year : GOAL SETTING
2. Mid - Year : Talent Review and Coaching
3. Year End : Evaluation

Goals Setting : Starting of the year managers needs to seat with the colleagues and help them to create Individual goals which should be in sync with your company goals. (You plays an important role in that exercise)

Goals should be based on "SMART" methodology.

• S: Specific, M: Measurable, A: Attainable, R: Realistic, T: Time Bound ( In simple words, when we saying, I want to build my own house one day that means that is your goal but how will you achieve that, how much time you think you need, what will be the milestones and is it really possible)
• Always remember, these goals has to be created with mutual understanding it's like Managers just imposing on you and you have no clues about these goals. It's your responsibility to question your manager if you don't understand anything otherwise you will be assess based on the specific criteria.
• Manager's need to ensure, they will seat with the team and explain every goal so that when you assess the colleague at the end of the year or month you can show them what he/she expected vs delivered. (Make sure you meet with the colleagues every month without fail)

Mid Year Review: At this stage, manager should conduct the performance evaluation based on the goals we created starting of the year and share feedback. Manager should also focus on Effective Coaching Communication. How to do that?.

GROW: GOAL, REALITY, OPTION, Who/What/When

GOAL: You need to remind the colleague about goals we created starting of the year and how they performed. Conduct SWOT analysis and share the strength, weakness, Opportunities and Threats.

REALITY : Define current situation relevant history and future trends. Elicit specific details of the situation and context.

OPTION : Discuss the idea to reaching the goals and facilitate creative thinking towards a solution.

Who/When/What : Define a concrete plan of action and get agreement to specific actions and criteria for success. (Tell them to create IDP's and CDP's)

Year end - Evaluation : This is year end assessment conversation which is always difficult to close but you can come out of it easily if you follow "ERGO" model.

Expectations :

1. Discuss relevant performance and behavioral expectation.
2. Always refer previous conversations around performance and what was the outcome.
3. Remind them the goals, you set for your employee with agreement. (Start from this)

Results :

1. Collect relevant information, including results achieved, circumstances details.
2. Invest time to collect the facts such as client feedback, subordinate feedback, tasks outcomes, financial results etc..
3. Be sure to listen to the reviewee's views of what the results were vs expectation.

GAP :

1. Summarizes gaps, Exceeds, Meets, Fall shorts and the overall impact.
2. Be fact -based and point out what they have accomplished and what they missed.
3. Explain the consequences those missed created and what this means to you, your unit, business and for the employee rating and compensation.
4. Pause to understand, are they really understand your assessments.

Opportunity :

1. Agree on areas of opportunity and preliminary list of action.
2. Think a head, how to support their development plans- not just by signing off on them but actually creating the right opportunity for them.

I am sure if you follow the framework you can close these kind of conversations with positive note and always remember you are there to make careers not to spoil it.

Thanks!!Purshotam