{"id":25552,"date":"2022-01-14T18:51:37","date_gmt":"2022-01-14T18:51:37","guid":{"rendered":"https:\/\/actiosoftware.com?p=25552"},"modified":"2026-04-15T20:09:53","modified_gmt":"2026-04-15T23:09:53","slug":"learn-about-performance-management-is-its-steps","status":"publish","type":"post","link":"https:\/\/actiosoftware.com\/en\/blog\/saiba-o-que-e-gestao-de-desempenho-e-conheca-as-suas-etapas\/","title":{"rendered":"Find out what Performance Management is"},"content":{"rendered":"

Performance Management<\/b> is a strategy focused on the processes executed by leaders and staff, a tool that manages behavior during the performance of activities and final results. The idea is to create individual and collective development plans.\u00a0<\/span><\/p>\n

Furthermore, <\/span>Performance Management<\/b> helps to have an engaged team with excellent performance. To achieve this, a continuous culture of feedback and a lot of communication between managers, leaders and employees is necessary. Some basic steps for<\/span> Performance Management <\/b>to work effectively are: evaluation and monitoring of processes, daily planning and improvement insights.\u00a0<\/span><\/p>\n

\"people-meeting\"<\/p>\n

Among the countless advantages of the structured creation of <\/span>Performance Management<\/b> is motivation. Employees and managers will know strengths and weaknesses and, as a result, will understand exactly what needs to be developed. Automatically, engagement also increases.\u00a0<\/span><\/p>\n

In relation to the organizational level, the identification of problems, gaps and areas for improvement will also be clearer. This way, the time for action and resolution will be more agile and precise. However, to make <\/span>Performance Management<\/b> really effective, some steps need to be considered. Discover some of them below\u00a0<\/span><\/p>\n

Goals Management<\/b><\/h3>\n

\"analysis<\/p>\n

The first step involves management and the team as a whole. At this time, the leadership agrees with the team on what will be the expected deliveries, both in the collective and individual goals, reinforcing the skills necessary to achieve them.\u00a0<\/span><\/p>\n

In other words, it is about defining the goals and considering the processes to get to them, what it will take to develop, and the skills that each professional must have to achieve them. It\u2019s the initial phase of the process.<\/span><\/p>\n

In addition to the alignment of goals and the process, the expectations between employees and managers must be aligned, because only then, each one will know its role.\u00a0<\/span><\/p>\n

Team monitoring in Performance Management<\/b><\/h3>\n

At this stage, the manager should remain close to the team,\u202f training, guiding, solving problems, and aligning the route. It is worth remembering that every adjustment needs to be made in face of continuous practice of collective and individual feedback. This is very important for the goal to remain firm and achievable.\u00a0<\/span><\/p>\n

This stage is the most complex one because leadership must devote itself to helping the team so that everyone feels involved and integrated into the tasks.\u00a0<\/span><\/p>\n

Evaluating Process<\/b><\/h3>\n

\"performance-management-meeting\"<\/p>\n

Here, the evaluation of process development and achievement of results begins. It's time to put down on paper how individual, team, and company performance was. The evaluation can be done according to technical or behavioral competence, generating analyses and data for management decision-making.\u00a0<\/span><\/p>\n

This includes dismissals, promotions, job adjustments and other individual monitoring.\u00a0<\/span><\/p>\n

Calibration meeting and people action plan<\/b><\/h3>\n

Now is the time for managers to calibrate equipment assessments. That means that they evaluate to grant and propose levels of requirements comparable to evaluation. From then on, the people action plan is initiated, in which the development strategies and professional trajectory for each of the employees are discussed based on the previous calibration.\u00a0<\/span><\/p>\n

This moment of <\/span>Performance Management<\/b> is important to think of a career plan for each professional from their skills and performance.<\/span><\/p>\n

Feedback and PDI in Performance Management<\/b><\/h3>\n

\"feedback\"<\/p>\n

Lastly, but certainly not least, it's time for feedback. Based on the calibration meeting, the leader and employee align on what the strengths were and which areas still need development. This is where the Individual Development Plan (IDP) also comes into play. Its purpose is to manage strengths and weaknesses in order to increase employee performance in upcoming cycles.\u00a0<\/span><\/p>\n

It is worth mentioning that this whole process should be fair, transparent, meritocratic, and always aligned with the company\u2019s strategic objectives, respecting the individuality of each employee.<\/span><\/p>\n

structured feedback<\/strong><\/h2>\n

Technology is present in our daily routine, and when it comes to work, it has a lot to offer. Actio Performance Management is a software developed by\u00a0Actio<\/a>\u00a0in partnership with the\u00a0Falconi<\/a>, and helps several companies in the performance evaluation process, with several features focused on types of feedback.<\/p>\n

Learn more about the software and evaluate your company's performance management for free.<\/em>\u00a0<\/span><\/p>\n

Did you like the tips? Access our blog<\/a> <\/span>and follow more articles on the subject.<\/span><\/p>","protected":false},"excerpt":{"rendered":"

Performance Management is important in the process of executing tasks, providing feedback and improving processes. Click and find out more.<\/p>","protected":false},"author":20,"featured_media":25566,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[717],"tags":[],"Idioma-posts":[1169,1168,1167],"class_list":["post-25552","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-gestao-de-pessoas","idioma-posts-espanhol","idioma-posts-ingles","idioma-posts-portugues"],"acf":[],"yoast_head":"\nSaiba o que \u00e9 Gest\u00e3o de Desempenho - Actio<\/title>\n<meta name=\"description\" content=\"A Gest\u00e3o de Desempenho \u00e9 importante no processo de execu\u00e7\u00e3o das tarefas, feedbacks e melhoria nos processos. 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