11 Elements Of Good Performance Management That Can Simplify The Evaluation Process

For companies, practicing good performance management leaves an open-door policy that can strengthen the relationship and communication between both employees and managers. Using tactics like having open dialogues with each other to giving and receiving constructive criticism are just a couple of important ingredients that help not only make the process simple but build trust between both parties.

There are many components that can also simplify the performance evaluation process and create good performance management. Below, 11 Forbes Human Resources Council members share ideas that will help with this greatly.

1. Not ‘Annualizing’ The Process

Performance management is often seen as a moment when it should be treated as momentum. We do a disservice to our employees by "annualizing" something that should be discussed monthly, if not, weekly. Good performance management is an ongoing series of honest touch points over a year. This simplifies the evaluation process by allowing trust and performance to be built over time. - Joey Price, Jumpstart HR LLC

2. Ensuring An Open Dialogue For Both Parties

The process should be designed to facilitate a meaningful discussion between employees and their managers about their performance and career aspirations. At its core, this means ensuring a two-way dialogue and that both parties are present and open. The framework may look different based on an organization's culture or industry but should be crafted to allow for impactful discussion. - Jennifer Marszalek, Revolution Global

3. Being Able To Give And Receive Constructive Criticism

Many elements need to come together to foster good performance management. However, I would say the most critical is the ability to give and receive constructive feedback. If this is mastered, then the process focuses on the future and on improvement, which is really what you want. - Natalie Gleeson, LIWA Trading Enterprises LLC

4. Building The Conversation Off Previous Ones

Good performance management is not a surprise party! It should build on prior conversations that have been had and should help the colleague deliver performance consistent with expectations and more! - Bala Sathyanarayanan, Greif Inc

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5. Making It Strictly Between Team Member And Manager

One of the best elements of good performance management is ensuring that a regular meeting takes place between the manager and the team member. This is a great opportunity to status your projects, move goals forward, understand what’s working where somebody might be getting stock, celebrate success and deliver feedback. It’s also a wonderful time to connect with each other as people. - Elizabeth Corey, Velosio

6. Being Completely Transparent With One Another

Transparency is key to building trust in performance management. This should be a mechanism for an ongoing conversation centered around growth and opportunities. By having an ongoing conversation, check-ins and transparent feedback, this process can become part of the company culture versus something that happens once or twice a year. - Kelly Hutchinson, Big Communications

7. Communicating Feedback In Real Time

Impactful performance management is future-focused and promotes frequent coaching to provide clarity that connects employee actions with organizational objectives. Discussing performance in real time is a proactive approach that produces better outcomes. - Nikita McClain, Guardian Credit Union

8. Setting Particular Goals Prior

Employers need to set clear expectations for performance reviews. Well in advance of the evaluation process, make sure that employees understand how their performance will be evaluated. This includes categories of evaluation and metrics for goals. Mini check-ins throughout the year should help employees feel less stressed, better prepared and able to grow more from the process. - Niki Jorgensen, Insperity

9. Updating Reviews With Continual Feedback

Performance, good or bad, should be addressed in real time. Outdated annual performance reviews need to be replaced with continual feedback and check-ins. While these do not need to be formal, employees should know how they are doing in real time. Implement measurable goals that can track actual progress. Doing so removes subjectivity and provides factual talking points for such discussions. - JacLyn Pagnotta, Allied Partners

10. Having Clear Communication And Engagement

Good performance management is a continuous positive process. It is about clear communication, encouragement and providing opportunities to employees. It is about translating a company's vision into the actual working life of managers and employees and interpersonal relationships in the workplace. - Nara Ringrose, Aquila Nuclear Engineering

11. Leave Unaccomplished Goals In The Past

Good performance management requires looking ahead, not behind. Focusing on what employees did or didn’t accomplish the previous year is counterproductive. Instead, managers should meet with employees throughout the year and monitor their progress on predetermined goals while providing feedback on how to achieve them and ultimately receive a strong performance evaluation. - John Feldmann, Insperity