Examples of
Performance Management
There are literally millions of examples of performance management, but in order to show you specific situations that will help you visualize and learn through explicit examples, we gathered several of the best practices.
The examples of performance management that appear on this page are extracted from our
performance management forms
checklist webpage. In that sense, the content of both of these pages are very similar but not identical.
If there is something you don’t understand on this page, please go back to the previous page ( or
click here
), and look for the specific skill you would like to learn about.
–––~~~••• O •••~~~–––
These are the Examples
You do performance management well when you do the following:
You make sure all the positions under your responsibility have these two characteristics:
Each position has an updated job description – aligned with your organization’s current strategyEach job description clearly indicates its specific functionsYou make sure there is a match between your direct reports’ skills (both, hard skills and soft skills) and the functions of their corresponding job descriptions.
You are able to tell if your employee cannot do his job, or if your employee doesn’t want to do it (when his performance is unsatisfactory).
You know what to do when your employee cannot do her job.
You know what to do when your direct report doesn’t want to do her job.
You always set effective goals.
You are a rich source of feedback for your employees:
You use documented feedbackYou know how to increase desired behavior using positive feedbackYou never fail to give constructive feedbackYou don’t ever use negative feedbackYou keep your emotions out of the way when you provide feedbackYou know how to create the conditions that motivate each one of your direct reports – you know what to do to retain talent.
You always keep an eye open for opportunities to delegate, and when you find one, you have the ability to delegate well.
You have created a culture of candor within the team that you lead (your direct reports and you), and people speak up with frankness, regardless of whether the rest of the team agrees or not – you encourage such open environment.
You have taught your team to use conflict as a creative force.
You have the necessary skills to evaluate the performance of your direct reports in an ongoing basis – you are always objective.
You have the ability to conduct effective performance review discussions in order to align your people’s behaviors and results with your organization’s strategy. And all your performance management activities are 100 per cent aligned with your company’s mission, values, and strategy.
When necessary, you know exactly what to do to discipline your employees.
Above all, you do performance management to grow your people.
These are a few examples of performance management that should give you a pretty good idea about some of the most important best practices in managing the performance of your direct reports.
–––~~~••• O •••~~~–––
To keep on learning about performance management, go back to the previous page ( or
click here
), and continue reading in a sequential order.
If you would like your organization to put in practice these
examples of performance management
through our speaking or consulting services, please click on this link.
