Performance Management is a cyclical process aimed at improving performance (eg: achievement of business objectives). Performance Management involves the following principles (illustrated by a call centre example):
The term "Performance Management" is often used in two contexts:
Whilst the underlying principles are always the same, the way in which they are implemented varies between the two contexts.
|Maximising performance||Poor performers|
|Usually collaborative between management and staff||Involves more confrontation|
|Can be informal, with written records only recording revised targets||Is a formal process with each step being written down|
|Is a cyclical process, one of constant improvement||Is a process that escalates into disciplinary proceedings, possibly concluding with termination of employment|
|Often involves analysis of the process||Often involves analysis of one individual's behaviours/attitudes|
Performance Management is a term used to improve team performance, based on the principles of measurement, appraisal, action and monitoring. However, it can be manifest in very different forms depending on whether the aim is to further improve good performers, or deal with underperformance. Performance Management can also apply to individuals, teams, groups or organisations.
We have an article on performance management for teams, which is aimed at helping good teams improve their performance even further.
©2013 Team Technology. Further articles/resources that may be of interest include: Personality Test, Personality Type Descriptions, Myers Briggs overview, The Basics of Team Building, What Career is Right for Me?, and Career ideas.