A performance is simply an act of presenting or staging a work, performance, or other artistic form of art. It is also commonly defined as the act or process of accomplishing or carrying out an activity, task, or performance. Some examples of performance include theater, ballet, singing, dance, film acting, art installations, spectacle, and operatic presentations. In general, there are three elements that make up a performance: the audience, the artists or performers, and the tools or devices used to create the effect or outcome.
For an organization to effectively perform and achieve its goals, there needs to be a performance management plan in place. The plan lays down the organization’s objectives and future goals for the operation. The objectives are based on the company’s vision and the resources available. They also need to be realistic with regards to the organization’s current situation, as well as those it envisions in the near future. To achieve these objectives, the performance management plan should contain a written description of the activities or tasks to be performed, a list of milestones to monitor progress, and the responsibilities of each employee or group contributing to the project.
Implementing performance management systems can be done internally by supervisors, who oversee the creation of processes and systems that will help in achieving the organization’s goals, as well as their own personal development. External performance management systems are also available for use by external employees. The most common type is performance management software that tracks key performance indicators and alerts managers if they are not meeting goals. This type of software also provides feedback for supervisors to provide feedback on the performance of employees. Performance management software programs are available to manage personal development and other business development activities. For managers, one of the biggest challenges is motivating and encouraging their employees to perform.
Another important factor for an effective performance management system is the identification and reporting of goals and objectives. It is the process of defining the purposes and the measures of how specific things will bring benefit to the organization and the measurement of the level of performance needed to achieve these purposes. In a work environment, employees often have different and differing goals and objectives, which sometimes make standardization difficult. The implementation of a goal setting and evaluation system allows managers to identify employees’ strengths and areas of weakness, as well as setting clear and concise objectives for employees to achieve.
The entire performance management cycle starts by creating the framework for the periodic evaluation of the employees’ performance. The framework can be in the form of a written evaluation report, performance review or individual performance reviews. Once the framework is ready, managers will then have to decide what resources they will use to carry out the continuous performance management cycle. Resources may include computers, databases, laptops, various telephones, or handheld computer devices.
Managers will have to schedule performance reviews at regular intervals. These reviews serve three purposes: to improve performance, identify weaknesses in the performance of employees, and evaluate the employee performance against set goals. At the end of the review, the manager will share with the employees their overall rating, together with their reasons for poor performance. The main reason behind poor performance may be something simple like long hours worked. Other reasons may be failures to meet deadlines or not meeting the expectations of senior management. However, even if the main cause is a personal issue, managers need to address the situation promptly so it does no continue.