Performance Management Forms
Performance management forms help you keep track of your own behaviors concerning the things you are doing and not doing to improve the performance of your direct reports.
I do NOT recommend you buy off-the-shelf generic performance management forms, because they do not necessarily tie in with the particular circumstances of your organization.
Here I offer you a checklist to consider, to build your own performance management forms.
Performance Management Forms Checklist
- You always grow your people when you do performance management (this guideline is fundamental – it is key in performance management).
- You always focus on facts when you do performance management – in other words, you always focus on performance (behavior plus results).
- You always are aware of the relationship between human processes and content (the results you get paid for to deliver) when you do performance management.
- All the positions under your responsibility have updated job descriptions (aligned with your organization’s current strategy), and each job description clearly spells out its specific functions.
- There is a match between your direct reports’ skills (both, hard skills and soft skills) and the functions of their corresponding job descriptions.
- When the performance of a direct report is below standards, you are able to tell if your employee cannot do it, or if your employee doesn’t want to do it.
- If your employee cannot do it, you know what to do.
- If your employee doesn’t want to do it, you know what to do.
- You set effective goals.
- You provide documented feedback in an ongoing basis.
- You are well aware of the four types of feedback, and you know how to take full advantage of this powerful tool.
- You know what are the main factors that play a role in the motivation of your employees.
- You know what to do to retain talent.
- You delegate.
- You know how to evaluate performance and what tools to use.
- You know how to conduct performance review discussions.
- You know how to discipline your employees.
- All your performance management activities are 100 per cent aligned with your company’s mission, values, and strategy.
- Within and inside the team under your responsibility (your direct reports and you):
- You have created an atmosphere of trust
- You have created a communication open environment
- Candor is an element of your team’s culture
- You consistently use conflict as a creative force
There must be hundreds of thousands of performance management forms—and probably there should be as many performance management forms as there are organizations.
Use this checklist to help you design a performance management form that meets your personal circumstances and you specific needs.
And speaking about performance, if you want learn three key and foundational leadership competencies to help you manage the performance of your direct reports, get your FREE Personal Leadership Development Plan.
This Plan will teach you three must-have leader tools to improve the performance of your direct reports. Check it out right here!