Importance of Performance management

Performance Management is important since it can help improve the effectiveness of people. The literature of employee performance is growing continuously. According to Warner, (2002) performance management systems focus on two major goals: 01. To help individuals achieve their specific objectives in order to be successful in their organizational role. 02. To help individuals develop their skills and abilities at a professional and/or personal level. This goal involves long term as well short-term development – perhaps even over an individual’s entire career with the organization. Performance management is to improve motivated employees who is in line with the company mission and every organization requires to provide feedback to all employees to support their goals and encourage them to do so.

One of the Components of Performance Management is ‘Planning for performance’. Performance planning is a crucial part of an employee's growth in the organization. An effective performance planning system will be easy to understand, as well as to implement. It would also be accurate enough to provide the performance of an employee throughout the year (India Times, 2018). There are more effective ways and less effective ways for performance evaluation. Truth being said those who are most successful find that success long before the actual conversation takes place, those who achieve it do so because they are good at creating their own performance plan. If a supervisor invests the time and energy required to have a great performance plan and then spends the time throughout the year engaging in an ongoing conversation with employees, by this method the evaluation goes smoothly and strengthens the relationship and it requires very little effort. 

The way leaders should think about employees’ basic objectives of performance planning: The first one is to communicate basic responsibilities that the individual has to perform on a daily basis. XY87 marketing team has meetings twice a week, in these meetings the objectives are the follow ups on debtors, potential sales, competitor station monitoring, promotion follow ups, client feedback and a weekly plan that should be submitted with client meetings. Normally, when managers or directors make a specific format, it should be equal to all individuals, this will let the subordinates know that there are no favours involved. but it should have a set of parameters. The first is to list the goals, the second is that it should contain various performance measures. The third one is that the performance planning should enlist various measures or action required to achieve desired goals, and the last one is that it should have a given time period for all goals. According to Armstrong & Baron (1998) performance planning is concerned with setting the direction and concluding employees’ performances in the area that he or she works and agreeing on personal development plans it should state clearly as to how it should be done and what is to be achieved. It is also forward looking and focusing as to what people have to do in order to achieve their potential. It is also expected by the management to explore of what individuals are capable of. 

Communicating with subordinates identifying the capabilities and weaknesses is important. Especially when the working environment is situated in such away where the immediate mangers and the subordinates are seated in the same space. It is challenging as a manager is to maintain a progressive and systematic interest in the individual’s interest and corresponding and engaging with the employees’ general motivation and well-being. The manager should always focus on communicating information about targets that the individuals have achieved or failed to achieve. In addition, the employee’s duty is to involve them in the performance management system in a positive and committed way. Likewise, to use the progress and end of cycle performance development discussion is an opportunity to share their information about their year of experience with their manager. By this they support their efforts in order to achieve targets (Warner, 2002).