Performance Review and Management Training

What Is Performance Mangement Training?

The Basic Performance Management Process

Common Performance Management Tools to Consider

Potential Courses for Performance Management Training

Performance management is a style of management in which a business builds a work environment that enables employees to do their best possible work. It’s a comprehensive system that extends all the way from initial hiring to exit interviews with the main objective of creating a shared understanding of how employees contribute to overarching business goals.

By aligning the workforce with business goals and focusing on continuous individual development, performance management creates a sustainable company culture that maximizes individual, team, and organizational performance.

This may seem like vague definition, but the point is that performance management is all-encompassing of the employee lifecycle. The practice is not:

• Limited to an assessment process
• Simply a self-evaluation
• Or just a measuring tool

The whole system only works when employee interactions are treated as learning opportunities—continuously and frequently. That’s why training for performance management can be such a challenge. This is a major departure from traditional employee interactions as managers must shift from strict authority figures to coaches focused on long-term growth of employees.

With this high-level concept in mind, talent development professionals can start to formulate a new approach to performance management training.

Unlike other areas of a business, performance management can’t be automated with new technology. It’s a subjective, person-to-person function of the business that depends on effective relationship building.

That doesn’t mean there aren’t common performance management tools, though. They may not be as technical as, for example, a marketing automation platform. But they provide a foundation for managers to effectively execute a performance management program.

As an L&D professional, consider how to tailor training for performance management toward these tools:

• 360 Feedback: Performance appraisals are often thought of as private conversations between employees and managers. However, the most effective performance management systems will include 360-degree feedback that tells employees how they’re performing from the perspective of those impacted by their work. Whether it’s feedback from teammates or stakeholders in other departments, this tool helps provide employees with a more comprehensive understanding of their performance.
• Performance Management Framework: The most common framework for performance management is the Balanced Scorecard (BSC). This tool is meant to assist strategy execution. It clearly defines strategic priorities and help managers more effectively convey action plans to ensure employees are driven toward the right goals.
• Reward Programs: Whether it’s financial bonuses or a system for public recognition, reward programs are critical for maintaining employee engagement. An employee that knows good performance is recognized will remain motivated.

In addition to these common performance management tools, managers and business leaders could use any number of solutions to support their employees. L&D leaders shouldn’t focus on forcing managers to learn certain toolsets. Rather, it’s best to focus on strategic lessons that enable managers to choose their own tools wisely.