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What Is Job Performance Management?

Dan Cavallari
Dan Cavallari

Job performance management is a process of monitoring employee performance as well as management performance to ensure productivity and efficiency in a workplace. The particular aspects of job performance management can vary from business to business, but in general, it usually involves setting goals and ensuring employees and management are meeting those goals in a timely manner. If those goals are not being met, adjustments to processes very often need to be made. This management may pertain to individual employee performance, or to workplace employment as a whole. Management teams will often deal with this aspect of job performance.

The idea behind job performance management is to increase productivity as well as healthy work environments. Behaviors and their results are analyzed by job performance management teams so they can analyze whether a particular strategy is working. On the individual level, a manager may meet with an employee to develop specific goals; if, for example, the employee has trouble getting to work on time, one performance objective may be to consistently show up at a particular time each day. If the employee cannot meet this goal, he or she may be reprimanded or even terminated from employment. Other performance goals may be less punitive. A low-level employee may, for example, set a goal to get training that will qualify him or her for a promotion.

If employees do not meet goals, they may be terminated.
If employees do not meet goals, they may be terminated.

One of the most important aspects of job performance management is feedback, both to management and to employees. Good habits and accomplishments should be recognized and reinforced, publicly if possible, to boost employee morale and set a high standard of work performance. Negative habits and events should be addressed as well to ensure they do not become a problem for the rest of the workplace and do not continue to be a problem for the employees to which the negative behaviors can be attributed. Communication between management and employees is vital so employees have a clear understanding of what is expected of them. Managers will monitor employee progress to ensure those clear goals are being worked toward or even accomplished in a timely manner.

An employee may periodically undergo a performance appraisal, which is essentially an evaluation of work performance. This may be done by a management team or it may be done in conjunction with that employee. The scale by which this appraisal takes place will vary by business, but in the end, the employee should have a clear understanding of how they have performed in the past and what they have performed in the past and what they should do moving forward to improve or continue on a positive path.

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    • If employees do not meet goals, they may be terminated.
      By: WavebreakmediaMicro
      If employees do not meet goals, they may be terminated.