Reflection On Performance Management

I previously held the view that performance management was about managing a subordinate’s performance in relation to performance objectives negotiated at the beginning of the year. We would meet, conduct the assessment through the appraisal process, assign a rating, design a development plan and submit both the appraisal and development plan to HR for record purposes.

There has however been a subtle mind shift in my understanding of what performance management entails. Whilst it still encompasses the above, I now understand that it goes so much further.

If done correctly performance management can be an enriching experience to both the rater and the individual being rated. I now understand that performance management has more to do with

This is closely tied in to performance management. Managers are required to provide coaching to staff members that are not performing at required levels. If done correctly it can assist in developing people’s skills and abilities and enhance their performance. It will allow the staff member to recognise their own shortcomings, identify and implement solutions. Coaching is a method of strengthening communication between you and the employee and can be used during check-in sessions. Coaching helps to shape performance and increase the likelihood that the employee’s results will meet your expectations. Coaching sessions will provide you and the employee the opportunity to discuss progress toward meeting mutually established standards and

This will result in a passionate and accountable workforce who will increase the levels of productivity and performance. This will lead to staff retention and considerable savings for the organisation from having to continuously recruit new staff due to the high staff turnover.

The role of the HR within an organisation is of paramount importance as they will have to develop a fair rewards and recognition programme that is linked to the performance management initiatives. They will also be required to provide proper training to managers to enable them to adequately fulfil their roles as manager and coach.

I also recognise the need to revisit my job description as well as my KPA. These need to be amended to reflect my role as a manager, i.e. my responsibility toward the performance of my direct reports needs to be properly reflected. The job description and KPA’s of my direct reports also needs to be re-negotiated.

The benefits of coaching to me are reflected in my personal journey mind map attached hereto as Annexure 2. My personal journey mind map was developed and prepared after each module to highlight my key findings and the actions to be implemented to drive a change in my