Understanding Performance Management

This document discusses the value of formal and informal performance assessment at the workplace, the role of first line managers in performance management, various objectives for formal assessment, setting up SMART objectives for team members, setting performance standards, measuring performance against standards, importance of feedback in improving performance, and how to give effective feedback.

Understanding Performance
Management

Table of Contents
The value of formal and informal performance assessment at workplace...................................3
The role of first line manager in performance management .......................................................3
Various objective for formal assessment.....................................................................................4
Setting up SMART objective for team members.........................................................................4
Set performance standards in team members...............................................................................5
Measuring performance against standards agreed.......................................................................6
Importance of feedback in improving performance.....................................................................6
How to give effective feedback...................................................................................................7
Identified the area of underperformance at workplace................................................................7
Causes of failure to meet agreed performance levels..................................................................7
Actions to restore performance acceptable levels........................................................................8
REFERENCES................................................................................................................................9

The value of formal and informal performance assessment at workplace.
In organization manager allow their employee for having feedback in both formal and
informal ways that could provide regular better performance for manager at workplace. This also
keeps them in growing more along with that make enables them to adjust in growing
professionally as well personally. In taking advantages of both formal and informal
communication can be engaged in employee for completing tasks. An informal evaluation allows
them to have more than one-on-one feedback that could be exchanged at time of employee
training program. The employee can also seek in having informal feedback which help them to
managing their work (Arnold And et.al., 2019). Basically formal evaluation outlines disciplinary
actions that are to be taken and i.e. reason why employee let go from their jobs. Formal system
can be also in form of rewards for workforce in their excellence performance along with their
professional behaviour in terms of promotions. The value of formal and informal might be often
for increasing people management confidence as well motivation that could be lead to have
better organization performance. Manager at workplace must be communicated with their
employee on regular basis, ensuring them about do not have limited discussion in annual
meetings. Informal communication should be ensured that employee is not facing any difficulties
and manager can support them.
The role of first line manager in performance management
The responsibilities of line manager in organization to design policies which ensures that
efficient management performance at workplace. The play vital roles in persuasive the line
managers performance can be implemented for achieving business goals and ensure to take
seriously in work for maximizing employee satisfaction. Line manager can be expected have
high performance at workplace in maintaining communication, clearly defining work and
communicate to everyone which makes ensure in success of achieving business objective along

with more facilities in improving their productivity (Bearman, Castanelli and Denniston, 2018).
Some managers in organization lack of required skills in better performance of employee
reviewing, providing them feedback plus objectives. Main role of line managers that help for
reducing work pressure from employee, while by involving the design and developments in
performance management. Line manager also introduced to reward industry, encouraged for
open-ended communication with providing the best opportunities for interacting from
management in sharing ideas at meetings.
Various objective for formal assessment
Most organization review their employee performance on regular basis for the main
purpose of identifying their adjustments, termination and training requirements (Blaik Hourani,
Litz and Parkman, 2020). To make ensure about fair and objective of formal assessment are-
Stay current-
For giving them proper fair and honest assessment, manager should keep them updated as
per their goals and objective. Organization have more expectations from their employee and
manger must comes to know more about their career development. People management in
company should be informed about who will submit information about their performance
activity, if they are more satisfied than appraisals have accurate knowledge along with that direct
experience or activities in making fair assessment.
Offer regular feedback-
Manager in organization should offer regular feedback to their workforce, it means that
employee also comes to know about their performance and in which direction they are going
(Clark and Watson, 2019). While conducting regular feedback manager know what their
employee skills and if any requirement of training or meeting for solving their issues facing in
completing any projects.
Listen-
At workplace leader or manager should listen to their employee problems, if they do not
listen they can losses to their companies at completion of tasks. People management are facing
some issues that could be solved by their team leader and could be effected results can done. As
employee have some expectations from manager in listening conflicts. For maintaining this
leader or manager need to take feedback and one-on-one meeting with them.

Setting up SMART objective for team members
A Smart goals can be defined as targeted, that manager and employee are enables to
develop their goals in company. setting of goals can be done in such as-
Specific:-
As manager in company have to decided about tasks that needed to be achieved by given
week of time (de Almeida, 2017).. for example, if in case of sales team performance it will like
increasing sales by 20% in 2 months in running with some extra promotion.
Measurable:-
It break down the team efforts into particular goals and making them measurable along
with practical. In this recorded and analyzed goals so team would know efforts are being given,
appropriate and feasible sources of data are to be used.
Achievable:-
Before setting goals it must be realistic that something could be achieved or not and that
would saves time team from getting de motivated. This can bring future gaols more to be
achieved and right balance the team needs. Make the list of knowledge, skills plus information
that need to be obtain and will required in order to achieves goals.
Relevant:-
Suppose company have created website which sells employee engagement products and
also have blog space articles written by team members. A blog can be written as 10-13 week that
could be complete irrelevant. if it doesn't set goals for selling their products (De Menezes and
Kelliher, 2017). Goals which are to be set are must be relevant and specific so that each
employee can get understand.
Timely:-
Make goals as per given timing through defining closing and opening date of goals. every
goals must be set deadlines before starting them and certain about achieved.
Set performance standards in team members
The performance standards is level that defines that what acceptable and not. For
example, sales in week, lowest would be had zero sales and highest could be 100 per week. Now,
performance standards can be taken 40 sales per week, as per higher sales it means that sales

person is doing well and while having lowest it means salesperson is not acceptable. This just
depend on the performance of employee through how much targeted they have achieved and
setting goals for them. The main purpose of performance standards for maintaining
communication expectations and sometime it can involve technical expertise. In team members'
employee are work determine according to their behaviours whether that could be acceptable.
Measuring performance against standards agreed
The measuring and evaluate the performance of employee are follows-
Graphic scales:-
Rate an employee with performance of related in particular area (Hayes,2020). Leader
can also notice them through having their working efficiency while by giving them specific tasks
or notice by behaviours.
360-degree feedback:-
This well take named as accounts of feedback in this leader or managers from the circle
of people who are working in company. As employee can evaluate positive and negative
similarities moreover trends.
Self evaluation:-
An employee easily evaluate them with having effective performance and taking some
tasks after giving training. Comparing self evaluation that lead to have better opportunities in
completing goals and objective. Employee themselves evaluate them while giving own rating in
their work and provide them the best things that want to do in company.
Management by objectives:-
It is also known as management by result, in this employee and manager work together
for achieve objective in organization. MBO gives employee a clear understanding about what
have been expected and active participants in activities of organization, which may have better
communication and increased motivation.
Importance of feedback in improving performance
Feedback increased motivation of employee and manager, effective feedback will
produce better outcomes (Hemon and et.al., 2020). Providing regular with employee feedback
that can lead to have their professional growth along with that help more employee in making

their targeted to be achieved. A strong performance can be assists in promoting as well as
improving employee engagement, it also involves continuous process of staff and manager.
Feedback gives opportunities to look something different and have impact on their behavioural
styles. Sometime feedback can encourage employee or students for completing their goals. Bad
feedback can demotivated and took wrong path for completing goals. It also improves employee
engagement to receive regular feedback, and they will come to know about their mistakes what
they have done before in projects and now what they have done in this project with following
right path.
How to give effective feedback
Only few people think that feedback received helpful in completing objectives. They will
give control over the employee and increase likelihood in sharing the act of feedback. Agenda of
having feedback may help in making employee more comfortable and confidence enough in
achieving that tasks (Henderson and et.al., 2019). Employee feedback should be specific that any
employee would not be wrong feedback from their team leader, and they should be always
related to projects only not any personally feedback can be given. Delivering this it exposes in
filling the gap with knowledge plus extra measure in creativity. Helping someone through having
feedback is right things but sandwiching feedback corrective can be had positive aspects.
Identified the area of underperformance at workplace
Underperformance might be lead to have inability to meet with expected standards in
organization. It is most important that employee should be clear about their goals or objective
what they have to achieve. Indicating employee underperformance while by poor quality of
work, missing deadlines, objective are not done. Many employee in companies are not aware
about their performance, and they will be unable to make that correct without informing their
team leaders. That is why is important for manager to have regular feedback meetings, so that
employee work should be maintained and manage every opportunity. While by not performing
with managing work it may lead to have effects on whole organization and start in growth of
productivity.

Causes of failure to meet agreed performance levels
In organization there could be lack of motivation as due to having fewer rewards for
employee at workplace (Liu, 2017). Motivation can be done through having proper allocation of
work and based on their performance that could lead to have the best rewards for employee.
Performance targets must be set for them and implement them as per employee capabilities of
doing work. Workforce should come to know more about roles and responsibilities in company
what they are working. Not giving proper training in company that can also lead to have failure
in performance of employee and company do not get their targeted achieved.
Actions to restore performance acceptable levels
Restoring their performance of employee the aim to have meeting with them in which
employee give their problems regarding work and manager will help them in solving their
problems (Moura, Dominguez and Varajão, 2021). Be specific to them, if they have issues In
performance, than manager should keep notes or documentation. If issues related to target than
figures must be ready, If employee is not complying with policy of company than they should
handle policy of company.

REFERENCES
Books and Journals
Arnold, T.J. And et.al., 2019. Store Manager–Store Performance Relationship: A Research Note.
Journal of Retailing. 95(2). pp.144-155.
Bearman, M., Castanelli, D. and Denniston, C., 2018. Identifying and working with
underperformance. Learning and Teaching in Clinical Contexts: A Practical Guide.
p.236.
Blaik Hourani, R., Litz, D.R. and Parkman, S., 2020. Linking emotional intelligence to
professional leadership performance standards. International Journal of Leadership in
Education,. pp.1-32.
Clark, L.A. and Watson, D., 2019. Constructing validity: New developments in creating
objective measuring instruments. Psychological assessment. 31(12). p.1412.
de Almeida, J.C., 2017. Teacher performance evaluation: The importance of performance
standards. International Journal for Cross-Disciplinary Subjects in Education. 8(1).
pp.2973-2981.
De Menezes, L.M. and Kelliher, C., 2017. Flexible working, individual performance, and
employee attitudes: Comparing formal and informal arrangements. Human Resource
Management. 56(6). pp.1051-1070.
Hayes, C., 2020. Team Transitions. In Transition Leadership(pp. 67-83). Springer, Cham.
Hemon, A. and et.al., 2020. From agile to DevOps: Smart skills and collaborations. Information
Systems Frontiers. 22(4). pp.927-945.
Henderson, M. and et.al., 2019. Conditions that enable effective feedback. Higher Education
Research & Development. 38(7). pp.1401-1416.
Liu, Y., 2017. Review of Human Resource Management Function of Front Line Manager.
Moura, I., Dominguez, C. and Varajão, J., 2021. Information systems project team members:
factors for high performance. The TQM Journal.