4 strategies for effective performance management

4 strategies for effective performance management

Good performance management stems from leadership, honest relationships and constructive feedback. With modern performance management doing away with the lengthy paper process and data aggravation, managers are able to remain focused on providing their team with useful feedback.

With our top tips, we can help you run the process even more smoothly and efficiently:

  1. Define your goals

If the organisational goals are not clearly outlined, you cannot expect your employees to meet your performance expectations in order to meet the overarching goals. Employees should be clear as to where they fit in the organisational structure, and how their achievements contribute towards the company’s success.

Managers should be clear and communicative by outlining goals with performance management software to encourage employees to be responsible for their personal development and encouraging regular, structured catch-ups for employees to air concerns.


  1. On the subject of performance management software…

If you are not yet utilising performance management software, now is the time to do so. Performance management systems should streamline the process, clearly outlaying personal development strategies for the coming months.

Performance management systems should have a user-friendly interface, enhancing the user experience, which will aid employee development.

  1. Frequent feedback

Whilst communicating company and individual goals is essential, managers need to also provide frequent feedback periodically not only to gauge progress, but also to provide two-way feedback.

Good performance management should set a pathway for key opportunity areas for improvement. This feedback shouldn’t wait until the annual review, but should be given in real time and integrated into regular conversations.

  1. Management and recognition

Often, performance management is mistaken for a conversation surrounding benefits and rewards. Instead, it should be used to emphasise individual’s personal development plans, and what is expected of them to help them achieve their, and the company’s, targets.

Setting aside time to meet with teams, understand how things are progressing and providing two-way feedback means that development plans can be made more accurate and personalised.


These simple strategies can be easily fitted into your company’s daily routine – whilst the changes are unextraordinary, the changes you will see in personal development plans of your employees will shine through, enhancing their abilities, allowing them to fit into your organisational structure where they best succeed to achieve both their personal goals, and the organisational targets.

Go to Top