Page 46 - Perfect Phrases for Motivating and Rewarding

Chapter 4

Ongoing Performance

Management

“Continuous effort—not strength or intelligence—is the key
to unlocking our potential.”
—Winston Churchill

erformance management is more than just an isolated annual
or semiannual review meeting. It is a process that builds on
Pcontinual feedback—both positive and developmental. The
process includes setting clear expectations and goals; observing
behavior; providing feedback, support, and corrective action; and
holding the performance review meeting at regular intervals. Ongo-
ing performance management should communicate and reinforce
the organization’s mission, vision, and values. Employees need
and are entitled to know the expectations, priorities, and success
measures you hold them to, as well as their status in meeting these
expectations.
Clearly, ongoing communication is key to a successful process.
Roger Hillman, Esq., manager of Litigation Practice for Garvey Schubert
Barer, advocates initiating ongoing dialogue: “It’s not enough to say,
‘My door is always open.’ You have to stand up and walk through it.”
Skill development is also an important part of the performance
management process. Encourage employees to tap into internal or
external training programs, online courses, mentoring opportunities,

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