Sample Case Study Paper on Six-step Performance Management Process

Time Context

In the past year, the organization has experienced performance-related challenges. In order to solve the issue promptly, the management developed a six-step performance management process to see whether they can turn thing around in the shortest time possible.

III. View Point

Performance management is the process in which an organization or a firm develops a work environment that ensures that its employees bring out the best in the workplace (Jones). Employees within a company are usually talented differently, and the best way to determine their full potential is using performance management process. Hence, performance management in an organization ensures that the company achieves its set objectives and realizes its profits. The performance management process has six steps, which include; commitment, clear objectives, balanced feedback, regular progress reviews, development plans, and skillful managers. This paper will conduct a case study on the six-step performance management process.

The six-step performance management process that will be discussed are the commitment, clear objectives, balanced feedback, regular progress reviews, development plans, and experienced managers.

  1. Areas of Consideration
  2. Commitment

Commitment involves dedication so as to achieve desired outputs, which is the first step of the performance management process (Stone). This means that each employee working in the company should be committed regardless of the position they hold. For this step to be successful, the managers of the company should lead the rest of the employees so as to ensure an effective management performance. Once each employee has gone through the performance process, it will be easier for the bosses to monitor and evaluate the performance of employees. In order to realize this step, responsible managers should review and monitor employees to determine how committed they are in improving their performance.

  1. Clear objectives

Setting clear and realizable objectives is critical in ensuring a successful performance management process in any organization. This step is relevant because its main aim is to determine whether a firm can progress with its set objectives or not (Stone). Therefore, it is crucial for any company to come up with realistic and clear objectives to ensure an effective performance management process. The clear objectives that the company should develop should be Specific, Measurable, Achievable, Relevant, and Time bound (SMART) (Stone). The set objectives should be specific in terms of the desired results that are intended to be achieved. Also, they should be measurable, which means that they should be of high quality. Moreover, the objectives should be relevant to the services being offered by the company and should be time bound, which ensures specific time for specific tasks.

  1. Balanced Feedback

Balanced feedback is the third step of performance management process. Feedback is where a manager and his or her employees performing a specific duty share information concerning progress in performance (Stone). This step is important in realizing effective performance management because it ensures that the performer of the specific task is informed to increase or decrease his or her output depending on their performances. Balanced feedback should be done immediately so as to improve performance in the workplace. Hence, this step is important because it ensures a healthy relationship between the employer and the employee in terms of work performance. The advantage of feedback is that employees tend to cooperate with managers thatrespect them and who are fair.Also, once a company has a balanced feedback, it will help to build trust between the employers and the employees, which will bring credibility and openness in a particular company.

  1. Regular Progress Reviews

Regular progress review is the fourth step of performance management process. This step is important because it ensures that employers keep track of their employees. Review of employees’ progress ensures that set priorities are met, and in case an employee requires assistance, it would be easier for them to be given assistance (Stone). Hence, this step is involved in determining the progress of employees, providing positive feedback, and reviewing development plan, and supporting the employee in whichever way necessary. One thing about reviews is that it should be done regularly so as to ensure that the company is following the intended path. Reviews can be done face-to-face, using telephones, and even email. The face-to-face reviews are the most preferred because it allows one to see the reaction of the other person.

  1. Development plans

For an effective performance management, it is important to come up with development plans. This is because it will help to analyze the general performance of the company, to equip employees with additional skills, and to create long-term development goals. This step is crucial since it reduces the performance gap of each employee within the company. The development plans should be created the same way as objectives, which will ensure an effective management process. The development of plans is the easiest part, but when it comes to implementation, it may prove challenging (Stone). Hence, the core managers of the organization should develop realistic plans so as to ensure a proper performance management process.

  1. Skillful Managers

For the performance management process to progress, capable managers should run it. These skillful managers in the company will ensure that employees are motivated to bring out the best in them. Hence, these skillful managers should be active in listening, motivating, encouraging, and good in clarifying issues within the firm. Therefore, without this step, it will be difficult realize an effective performance management process. In order to realize performance management process, the managers should know how to handle unrealistic ideas and to manage different expectations of employees within the firm. Moreover, the managers that will carry out performance management process should know how to coach the employees and to encourage them to make sure that they meet developed plans and objectives of the company. This will ensure that the employees are in a good environment to realize their full potential depending on the current task they are undertaking (Stone).

  1. Statement of the Problem

Many organizations fail to realize their set goals because they do not follow the desired management performance processes thus this study look to ascertain why it is difficult for firms to achieve goals.

  1. Alternative Course of Action

The organization should engage employees in a continuous learning process. This will help to upsurge their skills thus becoming resourceful for the business.

Set Clear objectives on what they expect to achieve. It is important to be precise and clear than giving attention to issues that are not of great importance to the firm.

The management should ensure that team members are committed to a common goal. Unit is the best thing that can help the organization realize goas in a timely manner.

VII. Alternative Evaluation

The management set performance goals to ascertain the business’ weaknesses. For instance, they should more each individuals’ contribution to the team to avert joy riding. As well, performance should be used as the mode of promotion.

The organization should consider scrutinizing reports to establish how different units conduct their day-to-day activities. This is a good measure for bringing accountability to all departmental teams. This can be achieved by through reports on how members work and the time they report to their workstations.

VIII. Plan of Action

From the above discussion, it is crucial that each step of the six mentioned steps is crucial in coming up with an effective performance management process. The first step that is discussed is commitment, which determines the way the workers of the company are dedicated to carrying out their assigned tasks. Another step that is discussed in the performance management process is clear objectives. This ensures that the managers of the company set clear objectives. Other steps include; balanced feedback, regular progress reviews, development plans, and skillful managers. Balanced feedback is crucial because it links the employer and the employees, which create a healthy transfer of information between them while regular progress reviews ensure that the progress of each employee working in the company is monitored. Development plans, which is the fifth step of the performance management process, are important because, without this step, it will be difficult to have an effective management of performance. Also, the skillful managers, which is the sixth step of the performance management process, are crucial in realizing performance management process. Hence, the organization must ensure that each of the six steps plays a major role in ensuring improved performance of the company.

  1. Personal Opinion

Commitment is important for helping teams in an organization to achieve goals. It helps employees to have personal goals which augment the organization’s performance. As well, when there are clear objectives, employees will not lack direction. They will always be goal-oriented and self-driven to realize targets. The management should also be efficient in passing information to avert situations which may cause a crisis. Finally, the organization management should embrace staff development and training as a continuous process to equip them with relevant skills for performing their duties.


Works Cited

Jones, Madison. “What Is The Performance Management Process?” N.p., 2016. Web. 10 Oct. 2016.

Stone, Marion. “Six Steps To Effective Performance Management”. N.p., 2016. Web. 10 Oct. 2016.