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Planning Individual Performance
Performance management success rests on the ability to set clear employee goals and objectives, so that staff know what they are to achieve. Whether we use management by objectives, or some other goal setting method, performance planning is the critical element. Learn more from the material in this section.
Performance Management: Performance Improvement Plan
By Susan Heathfield:
A PIP is a performance improvement plan and is a strategy to improve performance with an individual employee. Often thought to apply only to poorly performing staff, it's actually applicable to even higher performing employees, with some slight modifications.
Performance Improvement Plan | Corrective Action
By na:
Use a Performance Improvement Plan when you have identified a performance problem and are looking for ways to improve the performance of an employee. The Performance Improvement Plan plays an integral role in correcting performance discrepancies. It is a tool to monitor and measure the deficient work products, processes and/or behaviors of a particular employee in an effort to improve performance or modify behavior.
Goal Setting: Make 2006 Your Best Year Ever
By Kelley Robertson:
This article will help you plan your own work objectives. If you are managing the performance of others, you can share the great ideas presented here.
Performance Management: The Individual Strategic Plan
By Robin Throckmorton:
Performance management has become an ever-increasing critical tool to success for businesses. Within the last year we have experienced both a booming economy as well as a recession; a historically low unemployment rate combined with massive layoffs and business closings. But the bottom line to all of this is people! AND, we are human and as such are typically much more productive when we have clear goals, expectations, and feedback. This article deals with goal and objective setting
Planning an appraisal or performance review
By na:
Outlines the steps in planning a performance review or appraisal. Practical steps outlined.
Use S.M.A.R.T. goals to launch management by objectives plan
By Robert L. Bogue:
Management by Objectives, or MBO, is a management strategy that uses the S.M.A.R.T. goals method--setting objectives that are specific, measurable, achievable, realistic, and time-based. This article discusses the first steps toward implementing this management method in your department.
Where Goal Setting Can Go Wrong
By na:
A brief article outlining how goal setting can be misused, or abused.
The Key to Successful Performance Objectives
By na:
Performance objectives establish how your business plan will be achieved. Performance objectives also play a major role in defining the end results expected through your staff's hard work and dedication. Performance objectives are a necessity in setting clear goals for employees. They also challenge staff members to achieve maximum results to promote business growth and make continuous improvements to meet the challenges and changing demands of the marketplace. Performance objectives must be clear and guide action. Now that we understand the importance of clear performance objectives, lets investigate the criteria of a well documented performance objective:
How To Do An Employee Appraisal
By n a:
If you are a manager you may be called upon to evaluate your subordinates. Because a performance review is a powerful tool for motivating employees to be productive contributors to your company, you should learn how to prepare for and conduct one.
Improved Performance Starts with Planning
By NA:
The final article in this series provides suggestions for avoiding dangers and pitfalls when planning work and setting goals. The information contained in this article was taken from Goal Setting: A Motivational Technique That Works! by Edwin A. Locke and Gary P. Latham.