Performance Management

Author – Paul Newton, Helen Bristoll

Why it’s worth reading: Covers basics of managing performance of team members and conducting appraisals

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This free eBook will provide you with a firm understanding of the principles behind performance management as well as practical advice for completing each stage of the appraisal process.

Chapter 1 – Performance Management Cycle
Even if your organization provides a manual describing the appraisal process it is unlikely to explain fundamental principles behind performance management. This often leaves managers feeling they have little support and guidance in this crucial area.

Chapter 2 – OSCAR Principles of Performance Management
As a manager there are certain things you can do within the appraisal process to help you maximize engagement and encourage your team to attain high levels of performance. You can use the mnemonic OSCAR to help you to remember these behaviors and incorporate them into the appraisal process.

Chapter 3 – Setting SMART Goals and Objectives
SMART goals are ones that are Specific, Measurable, Attainable, Relevant, and Time bound. Once set, the goals must then be monitored and feedback given to the individual to ensure that the goals are attained.

Chapter 4 – Matching Competencies to Roles
As part of your information gathering, you need to include and note your observations of the competencies an individual displays. ‘Competencies’ can be defined as the way in which a team member works towards their objectives. Does the member’s behavior match the responsibilities of their role?

Chapter 5 – Performance Appraisal Role Description
An essential part of being able to measure performance is being able to compare what has actually occurred with a predetermined standard. The standard you need to compare against will be set out in each individual’s job description.

Chapter 6 – Appraisal Process Steps
Assessing performance is a continuous cycle comprising several discrete steps. The adoption of the OSCAR performance management principles described earlier will enable you to work through this process in an efficient and structured way. It will also ensure that the expectations you have of your team members match the expectations that each individual has of themselves.

Chapter 7 – Stages of the Appraisal Process
You may need to adapt the stages somewhat to suit the culture and ethos of your organization. This process is continuous and you can join it at any stage, which you may need to do if you take on a new role or join another organization. You may join halfway through an appraisal cycle or you may take on a team that has never had a formal appraisal before.

You will learn how to:
  • Incorporate the four drivers of employee engagement that are needed to support a successful performance management system.
  • Use the OSCAR principles to help you maximize commitment and encourage your team to achieve goals and develop their competencies.
  • Be totally objective and avoid the eight most common causes of bias when making judgments about individual performance.
  • Develop a holistic performance management that can bring you significant productivity gains with a modest investment in time.
  • Collect the data you need for productive, stress-free and motivational appraisal meetings.
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