Performance Management Checklist

Gather employees job description for what they were recruited and the business / department strategic plans.

Job description: Identify the employee’s essential role, specific functions, tasks, and responsibilities of the position within the business.

Strategic Business Plan: Where the company is going, how they are going to get there and how they will know when they are there.

Mission statement: Why business or department exists. Business Goals – associated with the mission statement, they determine the results that will know heading towards the mission statement and strategic plan.

Setting out performance standards ensure both parties are on the same page regarding expectations and acceptable level of performance.

Performance standards is a scale you can use to measure how a specific job should be performed to be the optimum.

These can be used to evaluate work performance.

Monitoring a person’s work performance then evaluating and giving constructive feedback.

Ask whether they prefer continuous feedback (daily), weekly or even monthly.

Behavioral feedback: Observations based on work-related facts, actions, behaviors, and overall results.

This will help and guide employees to improve and sustain better performance levels. While outlining areas employees need to improve.

Conduct Performance Appraisals: Performance Appraisal is the systematic evaluation which is documented on the performance of employee. Opportunity to improve performance and understand abilities of a person and potential for further growth.

Acquire information that will help make jobs more productive.

Enabling employees to improve their performance and develop work-related skills.

Establish a plan how to improve a person’s performance and development achievable goals. Encouraging continuous learning and professional development and growth.

Conferences, mentorship, training course