Performance Management Guidelines for Applications

Sections of this topic

    Guidelines for Implementation
    and Evaluation

    Sections of This Topic Include

    Guidelines for Initial Implementation

    Guidelines to Continuously Evaluate Your Implementation

    Guidelines for Initial Implementation

    The activities in performance management guidelines for application are a recurring cycle of highly integrated
    activities. Over time, they occur as a very meaningful conversation among leaders
    in the organization. The styles in conducting the activities range from implicit
    and unfolding to explicit and well-planned, depending on the culture of the
    organization, the complexity of its operations, and the reason for conducting
    the performance management process.

    1. Be sure to form a team to oversee the implementation. There will be much
      more expertise, energy, and wisdom in a team than if one person is responsible
      for it all.
    2. Do not view performance management as a completely new set of activities
      in your organization. Realize that you have probably already been doing
      some of them. Now, you are building upon them, expanding them, and improving
    3. Similar to the requirements
      for accomplishing significant change
      in organizations, the process of
      performance management will not be successful if it does not have the full
      ongoing support and oversight of the top management in the organization, as
      well as the ongoing effective delegation from the supervisors of those implementing
      the process.
    4. Follow the Pareto
      The principle suggests that, in most things in life, the first 20% of
      effort generates the first 80% of success. This is true for first implementing
      the performance management process. Get it implemented during the first year
      and improve it as you go along.
    5. Early in the implementation, decide if you will be using the traditional
      or the progressive
      to performance management. The approaches can be quite different.
    6. While implementing the process, be sure that you see all the perspectives
      that are involved. All of us have biases or natural ways that we automatically
      perceive and interpret things in the world, including how we come to conclusions
      about them. Many times, we are not aware of those biases, despite the significant
      role they play in what we see and do not see.
      Understand Your
      Preferred “Lens” Through Which You View Organizations
      a Mindset? What’s Yours?

    Guidelines to Continuously Evaluate Your

    As you implement and operate the performance management process, whether it
    is for an overall organization, team, or individual employee, always be asking

    1. How might we be more effective in aligning our preferred performance results
      with the overall goals of the organization?
    2. How might we be more effective in selecting our performance measures?
    3. How might we be more effective and efficient in continuing to monitor those
    4. Was our documented performance plan complete and accurate enough?
    5. How might we improve our performance appraisal process?
    6. How successful were we in improving performance where it was needed?
    7. What changes should we make to our performance management process?
    8. What changes should we make to how we evaluate the process?

    Now, go back and make the necessary changes to how you operate your performance

    Suggested Additional Readings

    The Role of Strategic Evaluation in Nonprofits

    Basic Guide to Program Evaluation

    Assessment and Evaluation Tools

    to Evaluate Organizations

    Performance Management
    Group Performance

    Learn More in the Library’s Blogs Related to Organizational Performance

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    Consulting and Organizational Development Blog

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    Project Management Blog

    Supervision Blog

    For the Category of Organizational Development:

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