Show Once the performance-planning phase has been completed, it’s time to get the job done—to execute the plan. Performance execution is the second phase of an effective performance management process. For the individual, the critical responsibility in Phase II is getting the job done—achieving the objectives. For the appraiser, there are two major responsibilities: creating the conditions that motivate, and confronting and correcting any performance problems. In an effective performance management system, performance execution also includes a midterm review to ensure that performance is on track. To have a truly effective performance management process that supports employee performance, development and success, you need to get everyone involved. Having engaged and informed senior executives, managers and employees will ultimately result in higher participation rates and better quality performance management. So you need to clearly communicate to everyone, what they are responsible for as part of your new performance management process. Here's breakdown of the responsibilities of each stakeholder group: executives and leadership, managers, employees and HR. Executive and senior leadership responsibilitiesAs an executive or senior leader, you need to be an enthusiastic champion of the new process. Make sure you are supportive of the process, communicate its value and engage others to participate. Share your support through a variety of employee communications vehicles. And be prepared to answer questions from various groups about “what's in it for me” to help build organizational commitment to the process. Finally, pay it more than lip service. Use the information derived from the process to guide strategic decision-making about the organization. The managers’ responsibilities in the performance management processAs a manager, you have a responsibility to recognize and reinforce strong performance in your employees, and identify and encourage improvement where needed. But to begin with, you need to view performance management as a two-way discussion that goes on throughout the year. Your employees should never be surprised by the ratings and feedback they receive in their formal performance reviews. As a manager, you are expected to:
Employees' responsibilitiesYour role as an employee in this performance management process is to:
HR's responsibilitiesYour role as an HR business partner in this performance management process is to:
Learn how others are getting everyone to play a role in performance managementAt the San Diego Zoo, they adopted performance management best practices to support a new strategic plan. Gradually, they've involved everyone, from all parts and levels of the organization, driving performance, accountability and engagement. |