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Measuring Performance is the second component of a comprehensive performance management plan.
This element of the performance management plan needs to determine the methods for gathering performance information; it should include not only the types of formats and documentation for gathering information but also the people involved—for example, if 360 is part of the process, how will that be handled and who will be providing the information, etc. Having good measures of performance and good information for feedback is critical in achieving the goals of the organization and the individual. Individuals need to know how they are doing to sustain and improve their performance and, ultimately, to grow. Without accurate information, the process becomes just an exercise for both the managers and the employees. It does not contribute to the organization achieving its goals, and rather than engaging employees, the process may have the opposite effect.
How does this part of the Performance Management Process operate within your workplace or an organization that you are familiar with?
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