Performance Management | Two Approaches | HR Training 334

Tags: Women In Business, Career Moms, Human Resources, HR Life, HR career, HR generalist, HR assistant, Benefits Administrator, Admin Assistant, Administrative Assistant

A very frequent topic brought to HR by supervisors & managers is: anxiety over performance reviews and pay raise meetings. What if my employee gets upset? What if they want more? Will they quit? Backing up this feeling is the amount of pay raise notifications that go past the due date, etc. This clip goes into the topic a bit further.

The videos below are all the same… just on different platforms. Feel free to watch the one that plays best on your device.




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Once employees are on board, performance management is next. Performance management involves helping people to become their best selves at work, which should boost the company’s bottom line.

Usually, employees have a defined set of responsibilities that they need to take care of. Performance management is a structure that enables employees to get feedback on their performance – to reach their best performance. That being said, most employees in a recent survey state that this is a common source of anxiety for them.

Some examples are formal one-on-one performance reviews, 360-degree feedback, evaluation from peers, clients, and other relations.

Usually, companies work with an annual performance management cycle, which involves planning, monitoring, reviewing, and rewarding employee performance. The outcome of this process enables the categorization of employees in high vs. low performers and high vs. low potentials.

The highest-performing companies don’t use an annual format. The very best companies use a monthly evaluation program.

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