1. Define Goals and Expectations;

• Establish Clear organizational Strategic Objective and Goals
• Cascade the Strategic Objective and Goals

2. Set Performance Standards

• Define performance standards and expectations for each role
• These standards should be specific, measurable, achievable, relevant, and time-bound (SMART).

3. Communication and Goal Alignment

• Communicate performance expectations to employees
• Ensure that employees understand how their individual goals contribute to overall organizational success

4. Performance Planning

• Collaboratively set performance objectives and development plans with each employee.
• Identify training and development needs to enhance performance.

5. Technology and Software

• Using performance management software to streamline and automate processes.
• Providing a centralized platform for goal setting, feedback, and performance reviews.

6. Monitor and Measure Performance

• Use key performance indicators (KPIs) to measure progress toward goals.
• Regularly monitor and evaluate employee performance against established standards.

7. Performance Appraisal

• Reward and recognition
• Performance Improvement Plan
• Conduct formal performance appraisals at regular intervals (e.g., annually, semi-annually).
• Discuss strengths, areas for improvement, and future goals.
• Training and Development

8. Documentation

• Maintain thorough documentation of performance-related discussions, goals, and achievements.

Astute performance management system contributes to employee engagement, professional development, and the overall success of the organization. It’s essential to view performance management as a dynamic and continuous process rather than a one-time event.