TOP performance management
There needs to be a shift in mindset about who owns the performance management process. Instead of it being a HR led initiative, performance management needs to be championed & executed by line level managers. This builds accountability at the line level, ensuring that managers & their teams are working to achieve business goals.
The L12 TOP performance management program is a continuous process, with feedback, coaching & recognition taking place throughout. The performance year (typically following the fiscal year) is punctuated by three phases to help maintain a focus on driving excellence through the employee’s contributions.
Here’s a detailed breakdown of the three-step process:
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1. Goal setting
Goal setting & development planning are done at the beginning of the fiscal year. Goals help make sure that what employees do aligns with the SME’s mission & priorities. Refer to the KPIs for SMEs when conducting the goal setting.
Essential downloads for goal setting
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2. Mid year review
The mid year review gives employees & managers an opportunity to discuss goal accomplishments in the first half of the year; explore & understand priorities for the remainder of the year; & discuss progress against the development plan.
Essential downloads for mid year review
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3. Year end review
The purpose of a year-end assessment is to review achievements against goals, celebrate successes, create a sense of accomplishment, & clearly understand how accomplishments have helped achieve the SME’s business goals.
Essential downloads for year end review
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