What Are The Purposes of Performance Management?

There are a number of reasons why it's useful to undertake performance management, provided it's done properly. If it's not done properly, there is no point in doing it, and in fact improper implementation can be damaging.

Let's face it. Performance management requires an investment of time and energy on the manager's part, so it stands to reason that there should be a return on that investment. One of the most important, and often neglected reasons to do it is that it results in the manager having to spend less time "managing", or micro-managing. Since one of the reasons we do performance management is to help employees understand what they should be doing, and how well they should be doing it, when it's done well, it allows employees to consult with their managers less frequently. They make less mistakes, since they are clear about their jobs and authority levels, and they can make more decisions on their own. The result? Less work for managers over the year.

Another reason, also often forgotten, is that performance management is a good tool to prevent problems from occurring during the year. Most people think performance management involves looking backwards, because they focus on the appraisal, but in fact, goal setting, and communication about performance all year long, helpls to identify barriers to performance before they impact on performance. The result? Better productivity, and less "fire-fighting" or dealing with performance problems after the fact.

There are additional reasons to do performance management. For a longer explanation see below.

See Also: What Is The Point of Performance Management?

• Busy? We walk you through the complete process of managing performance, from goal setting to addressing performance problems and discipline issues. Contains ALL our help cards, and here's a sneak peak: Walk the path WITH employees.
• Well, we do. Here's a low cost mini-guide FOR EMPLOYEES so they can be active participants in a truly collaborative performance review.
• Well, you can't, so this short LearnByte guides explains how to identify barriers to employee performance, in order to clear them away. Diagnosing is the key to productivity improvement.
• Ok. Now you can have a reusable checklist so you don't miss any of the critical steps needed to succeed with your employee reviews.
• Save huge amounts of time and frustration during performance review meetings, by having set proper goals and objectives for the employee. Isn't that your job? To make sure employees know what they need to accomplish?
• If you think performance management = performance appraisal, you NEED this badly.
• ...and how damaging to your employees. We'll walk you through the entire process of dealing with performance problems with one goal: To FIX them, and improve productivity. And we ask for less than 20 minutes of your time.
• Prefer Kindle? Many of our quick read helpcards and also our books on performance management and reviews and how to make them work, are available via Amazon on the KINDLE. Click here to go direct.
• It's 2013, not 1945 and it's time to lose the industrial mindset and use management tools for THIS century. Here's ten steps to improvement.

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