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Leadership and Management Resource Center

Employee Performance Management Guide

Performance management is a continuous process of defining work, reviewing evidence, removing obstacles and addressing gaps. It should not begin with an annual form.

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01

Set measurable expectations

Clarify outcomes, responsibilities, quality, timing, behavior and how performance will be evaluated.

  • Use job related standards
  • Confirm resources and authority
  • Document priorities
02

Give timely feedback

Discuss specific behavior and impact close to the event, recognize strong work and listen for missing context.

  • Use concrete examples
  • Avoid personal attacks
  • Agree on next actions
03

Address persistent gaps

Use a fair, consistent process that documents expectations, support, progress and consequences while following applicable law and policy.

  • Consult qualified HR guidance
  • Apply standards consistently
  • Protect confidential records

Frequently Asked Questions

Questions About Employee Performance Management Guide

How often should performance be discussed?

Regularly enough that priorities and problems are not surprises. The rhythm depends on the work and employee needs.

Is feedback only for poor performance?

No. Effective feedback reinforces strong work, supports growth and corrects problems.

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