Way of effective performance management

Clarity of Organisational Goals

The managers need to clearly and accurately lay down the organizational objectives, intentions and ensure that these are well familiarized to the managers and other employees and make them recognize what the organization expects from them. The organizational goals need to be interpreted into an individual, team, and departmental/ divisional objectives.

Evaluation

The individual, team, department/ divisional performance needs to be evaluated on a continuous basis. The organization should develop an evaluation system and process, which is designed 

and developed on scientific lines.

Cooperation but Not Control 

The managers should discipline the practice of getting work done through the system of obtaining managees ‘consensus rather than through control or coercion.

Self-management Teams 

The management needs to encourage the individual and teams for self-management of their performance. This procedure creates in the managees an understanding of trust and develops a spirit to work with devotion and evaluate his/her strengths and weaknesses from time to time and plan for reducing the performance gaps. 

Leadership Development 

the managers need to distinguish such of the managers who have leadership potential and apart from sincerity and honesty to ensure better and effective two-way communication between the managers and the managers. 

System of Feedback 

The organization must have a reliable feedback system of management, individuals, teams, departments' performance. It should be monitored continuously and generate feedback loops for better performance management. 

There must be a practice that would help to monitor and measure all performance against the set standards and the management need to be informed of their deficiencies. The evaluation system should be made transparent so as to repose managee’s faith in the system. The steps in delivering efficient feedback

The feedback data is usually fed back in the form of mean, modal ratings against the various performance dimensions. The data is processed quickly through computerized software, with a minimum effort, and can provide graphical as well as digital presentations to create a 360-degree feedback profile.