Hrm/531 Performance Management

Performance management is vital to leadership success. Great leaders will take advantage of performance planning and will set performance objectives for their employees. It is essential that leaders communicate goals in a clear and structured manner, coach employees to help them succeed, and correct any poor performances. Correcting poor performances is especially important and is a crucial part of performance management. Organizations will not succeed if there is poor performance management, so leaders need to understand how to implement these strategies in order for the organization to continue to develop and grow successfully.

Performance management is made up of multiple components, one being performance planning. This component is where the leader establishes the direction and describes the assignment with great clarity. This sets the tone for everyone involved with the project, it is the foundation for further performances and evaluations(Manning & Curtis, 2015, p. 468). It is important for leaders to convey their vision and message to their employees

because this is the first step in communicating the goals of the organization in a clear manner. Conveying the goals of the organization is one of the main priorities of performance planning. An ideal leader would include everyone involved with accomplishing these tasks, in the goal-setting process(Manning & Curtis, 2015, p. 468). It is important to include everyone involved because they will be more willing to invest themselves into the assignment if they understand and are involved in the goal making process, which will lead to success in the organization.
Performance coaching is another important component of performance management.

Coaching involves leaders developing and encouraging their employees(Manning & Curtis, 2015, p. 468). This is a crucial part of leadership. This component helps leaders help their employees grow and develop their personal potentials, at the same time this is helping employees excel within the organization which leads to ultimate success(Manning & Curtis, 2015, p. 468). Performance coaching involves the use of feedback, which can be very beneficial to both the employee and the organization. Leaders should provide feedback regarding their progress with assignments and their development within the organization(Manning & Curtis, 2015, p. 469). This act shows appreciation and support towards employees. It is important to give encouraging feedback so that employees know that they are producing the right results for the

organization.
Correcting poor performance is another essential component of performance management. This component includes the tough but vital task of modifying and improving performance of employees, when mistakes are being made(Manning & Curtis, 2015, p. 468). Leaders need to correct any mistakes or incorrect behaviors in an effective way. They need to correct the mistake as soon as it becomes apparent, immediate action is required for it to be the most effective. The correction should also be solely focused on the mistake and behavior, and it should be sincere because the employees need to realize how important this is to the leader. Lastly, the leader should emphasize that he or she still has confidence in the employee, leave positive comments with them(Manning & Curtis, 2015, p. 471). Correcting poor performance is crucial to the organization’s success.
It is important for leaders to understand how detrimental not correcting poor performance, can be. If employees are not reprimanded for their mistakes, then the mistakes will continue to happen, and over time this will cause poor results within the organization. Poor performance can be contagious and spread quickly, as a leader it is their duty to help and correct any bad or mistaken behaviors. Leaders need to reinforce and modify behaviors among their employees, so that they can continue to work towards the goals of the organization successfully(Manning & Curtis, 2015, p. 468). This helps reiterate what employee’s purposes are.
Another component of performance management is setting performance objectives. It is essential that the objectives of the company are clear and that they support the success of the organization(Manning & Curtis, 2015, p. 473). This helps enable employees to know how they are to be involved with carrying out these objectives and goals. Setting performance goals involve four areas: quantity, quality, timeliness and cost. The quantity area involves setting objectives based on a certain amount, like sales or dollar volume generated. The quality area involves errors and appearances within employee’s actions. Timeliness involves time factors like deadlines. Cost involves the four M’s: manpower, material, machines, and methods(Manning & Curtis, 2015, p. 473). These objectives should also be measurable, employees need to know when and to what extent. This helps employees realize how and when they are achieving goals.
After setting performance objectives the next step is conduct performance reviews. This evaluates how well the objectives are being carried out. It is important for progress to be reviewed because this will allow leaders to capitalize on strengths and weaknesses(Manning & Curtis, 2015, p. 474). Performance reviews have three steps involved: preparation, implementation and follow-up. Both leaders and employees are to be trained in these steps and should know how to carry them out(Manning & Curtis, 2015, p. 474). Evaluations carried out by leaders can be beneficial for employees and vise versa, moreover reviews are valuable tools. Performance reviews are vital to leadership effectiveness, and they aid in the success of an organization.
In conclusion, performance management is very complex and involves many components. Planning, coaching and correcting are just some of the many task leaders take on. Leaders have to set performance objectives for their organizations to keep themselves and their employees on track. They also continue to incorporate performance reviews to evaluate all aspects of the organization, this takes advantage of certain strengths and weaknesses. Overall, performance management is a crucial element of leading an organization.