In the world of performance management, there are five steps or phases to the evaluation cycle. Planning is the key to making this process work as it requires careful thought to accomplish a successful employee evaluation. These steps are as follows: planning, execution, assessment, review and renewal. This guide will help you better understand the phases and their importance.
Planning
In the Planning phase, the manager and the employee collaborate to establish the expectations or goals for the coming evaluation period. It is important employees clearly understand what is expected of them. As a manager, you can help to identify the goals and desired outcomes so employees can be successful.
Performance Execution
This is the “getting it done” stage. Employees will work to achieve their goals and record the results. This is the hardest and longest part of the process. The employee must now do the work. As a manager, you should check on your employees on a regular basis to ensure that goals are being met. Managers should also keep notes for reference on the employee’s performance.
Performance Assessment
The employee and the manager will evaluate the goals based on the actual results and determine a rating for that goal. Is the employee getting the desired results? Employees should know if they are missing the desired result of the goals and as a manager you can work with the employees to correct. This is a great time for both managers and employees to reflect on the review period and identify what worked or did not work.
Performance Review
The employee and manager meet to discuss results achieved (what), performance effectiveness (how), summary performance rating, and development progress and plan. If done correctly, this part should already be documented and the manager just has to put the information on the performance review form.
Closing the Loop: Renewal
This is a repeat of Phase 1, Planning; incorporating the additional data and insights gained during the previous appraisal process. This is a great time to look at changing goals or adding additional goals to the employee and then start the process over again.
By following these simple steps, your organization will have a functioning performance review process. These steps will not only provide a road map to a successful review period, but will also ensure that your employees understand what is expected of them.