Performance Management

Performance management involves the creation of an environment of work or a particular setting in which individuals are enabled to perform to the best of their abilities. It is the full system of practice that commences immediately work is said to be a necessity. It, however, ends when an employee quits working for the said organization. It defines the interaction of the manager and his employees at every step of their working relationship and also in their daily life occurrences. It turns every communication by managers with employees into reasonable lessons that can be made use of even in the future. For an organization to be successful, one of the ingredients it should have the performance management. This essay intends to determine how managers utilize performance management standards in their organization.

First, active managers utilize their performance management by planning their work and setting expectations to their employees. This will enable the employees and all the groups involved to work on a particular goal. As a result, they will channel all their efforts to achieving the goals set by the organization. One mandatory requirement for planning the performances of employees is establishing the necessary elements and the levels of their performance appraisal plans. Elements and standards of production should be flexible so it can be adjusted when need be, rational, equitable, measurable, understandable and achievable. This way, employees are held accountable if any goals set is not achieved 9Buckingham & Goodall, 2015).

Secondly, effective managers continually monitor the performance of the organization. They should ensure that the given assignments and projects are continually monitored. This process involves measuring performance consistently and letting the employees know what the manager thinks about the far of the projects or assignments. Regulatory needs for monitoring performances include giving reviews to employees in cases where their tasks and projects are not to the level of the set goals and standards: This allows the supervisors and the managers to check the progress and make the necessary changes or corrections.

Thirdly, managers should develop the capacity to perform. They should be able to evaluate and address the developmental issues of their employees. In this case, they are extending means increasing the chances of performing of employees through training, introducing new skills, or improving the process of work. Providing training to employees and giving them opportunities to develop provides room for better performances, increases the competencies of employees and helps them keep up with any changes that might come up in future, like new technology (Van, Bouckart, & Halligan, 2015).

Fourthly, it is encouraged that managers to put down performances in summary fashion periodically. A good manager will often summarize the accomplishments of the employees;This helps them to compare the results of the production from time to time. It is crucial for an organization to know their best performance and reward them once in a while. Rating requires an evaluation of the performance of an employee against the levels and standards of the goals set.

Once good performers have abeen recognized, it is necessary to boost their morale by rewarding them; and this will also encourage the rest of the employers to work hard too to be accepted and paid in the next ratings of the organization. A governing principle here is that every behavior has its consequences. These consequences are expected to be both formal and informal and both positive and negative. Great managers will know when and how to award the employees. Recognizing someone is an ongoing, natural and everyday process — some of the ways to reward include; giving cash, time off, and many nonmonetary items.

A manager also has to build trust with the employees. He can achieve this by first being honest even in dangerous situations. There is usually a natural tendency that telling the truth about bad news tend to change other people’s opinions about ourselves. However, it is good, to be honest in all situations because this will build up trust. To earn trust too, one needs to learn how to admit mistakes when they are wrong. Admitting mistakes makes one more human and causes others to like them even more. Employees are to be treated like people too, not numbers, and they should be given credit where they deserve, avoid biasness by all means and make yourself vulnerable by asking for feedback ( DuBrin, 2015).

Empathy is the practice of being aware of how others feel and think. It is achieved by not being judgmental, being considerate how other people think, and to communicate other peoples’ feelings. Empathy in performance management plays an influential role. With understanding, one can; treat employees like they matter, identify the need of building skills, gain a lot of insights about your organization by learning new and surprising things, increase the level of retaining employees and also the employees of the organization can benefit too because when they are heard, they get confident with themselves.

Generally, performance management helps in achieving success especially when the elements used are right. It is useful for both the managers and the employees. All organizations are encouraged to use performance management for the betterment of their results.





Buckingham, M., & Goodall, A. (2015). Reinventing performance management. Harvard Business Review, 93(4), 40-50.

DuBrin, A. J. (2015). Leadership: Research findings, practice, and skills. Nelson Education.

Van Dooren, W., Bouckaert, G., & Halligan, J. (2015). Performance management in the public sector. Routledge.