MANAGING THE PERFORMANCE PROCESS

PERFORMANCE MANAGEMENT:

PERFORMANCE MANAGEMENT By Tani O. Ifediora

Roadmap:

Roadmap Performance Management Definition Aim Planning Standards Objectives Performance Evaluation Guidelines Preparation/Setting Attitude Opening/Interview Closing Conclusion

Definition: ‘Performance Management’ The administration of the process of work in which the final outcome is the desired:

Definition: ‘Performance Management’ The administration of the process of work in which the final outcome is the desired

The Aim of Performance Management :

The Aim of Performance Management To give necessary 1 feedback 2 on work performance 3 in order to achieve improved services 4 from the appraisee 5 ; while ensuring it is conducted 6 in an objective 7 , unbiased 8 and transparent 9 manner.

Performance Planning:

Performance Planning Conduct assessment according to employee grades or group assignment Assess performance according to objectives in line with job assignments Communicate task objectives in clear terms from the start

Performance Standards:

Performance Standards Defined in terms of four (4) factors: ( i ) Quantity (ii) Quality (iii) Cost (iv) Time . Any two combinations of the four will serve as performance measures . Be realistic & include a provision for an acceptable rate of failures in setting performance standards. N.B. Staff can be measured against performance standards but that will not ensure that they will give their best.

Setting Objectives:

Setting Objectives Objectives must be S M A R T … S pecific M easurable A ttainable R ealistic T ime-bound And F E W F ocused on priorities E ight as optimum W ritten down

Performance Evaluation Guidelines:

Performance Evaluation Guidelines Preparation: career decision, plan meeting Setting : conducive, avoid distractions Attitude :be open, accommodating, unbiased Opening : icebreaker, choose neutral ground Interview: (next slide) Closing : appreciate cooperation, learning points

The Interview (‘Dos’ & ‘Don’ts!):

The Interview (‘Dos’ & ‘Don’ts!) Employ empathy Apply open ended questions Avoid subjectivity, embrace objectivity Practice active listening Avoid Barriers to Productive Interactions (bias, fatigue, halo effect, horn effect etc.)

Slide 10:

Performance management is the articulated evaluation and assessment of performance. It is a feedback opportunity, not a witch-hunt exercise. It is a decisive responsibility that borders on an employee’s career life. With this insight & understanding, You are wished every good success as you engage in the process. In Conclusion:

Thank you for your time & attention:

Thank you for your time & attention