Manager’s Guide to Employee Performance Management

One of the largest internal struggles that plague a manager: Am I doing this right? 

Developing employees is a key element to “Doing this right.” The core responsibilities to developing employees include completing strong: Coaching and Feedback sessions, Individual Improvement Plans, and Performance Improvement Plans.

Coaching and Feedback 

The most effective tool a manager can have is knowing how to coach and provide feedback individualized to each employee’s needs. Some examples include, constructive feedback, upward feedback, appreciation and recognition and real-time feedback.

Feedback response, whether that be positive, negative, taken or not taken, allows you to continue to iterate your coaching style to be most effective.

Individual Improvement Plans 

An Individual Improvement Plan is for someone who you see potential or is asking for career development. It should help address any performance or behavioral issues and help guide them to the next phase in their career. Whether that means a new role (promotion or transfer), a new project for stretch, or finding more satisfaction in what they are doing. Questions that will help your employee drive the conversations include, “What do you enjoy about your current role?”, “What are you looking for in your next role?”, “What has brought you joy in any role you have worked in?”, “What do you not like about the role/ roles?”, and “How can I help you achieve your desired outcome?”

Performance Improvement Plans  

A Performance Improvement Plan (PIP) is for someone that is not meeting expectations and has already gone through a series of Coaching and Feedback sessions. Coaching could have come in the form of a verbal or documented conversation. Although preferable to have the documentation, it is not always necessary if several conversations have been had about not meeting expectations. What is necessary to be included is a review of expectations (the same expectations anyone else in the team has received), a plan to get them where they need to be, and a weekly or bi-weekly meeting to document progress. If the employee continues to not meet expectations, you can either extend the PIP or start an exit plan. If all goes well then, the employee would have improved and would be able to be a better addition to the team.  

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