Performance Management 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.  Performance Management is a strategy based on the processes executed by leaders and their teams, a tool that manages the behavior of the team during daily tasks and final results.  In addition, Performance Management helps an engaged team to reach performance excellence. To do so, continuous culture of feedback and a lot of communication between managers, leaders, and employees is necessary. Some basic steps for Performance Management to work effectively are as follows: process assessment and monitoring, daily planning, and improvement insights  Among the many advantages of structured creation of Performance Management is motivation. Employees and managers will know precisely the strengths and weaknesses and, with this, will understand exactly what needs to be developed. Automatically, engagement also increases.  Regarding the organizational level, the identification of problems, gaps, and points of improvement will also be clearer. Thus, the time of action and resolution will be more agile and accurate. However, to make performance management truly effective, some steps need to be considered. Meet some of them below.   Goals Management 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.  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’s the initial phase of the process.  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.    Team monitoring in Performance Management  At this stage, the manager should remain close to the team,  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.  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.  Evaluating Process Here, the evaluation of the process development and the achievement of results begins. It’s time to put on paper the individual performance, the team, and the company performance. The evaluation can be made according to the technical or behavioral competence, generating analysis and data for management decision making.   Here begins the evaluation of the development of the process and the scope of the results. It is time to put on paper how was the development of individuals, the team and the company.  Now is the time for managers to calibrate team evaluations. This means that they evaluate to ensure and outline levels of requirements equivalent to the evaluation. From there, the people’s action plan begins, in which development and career strategies are discussed for each of the employees based on the previous calibration.  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.  This moment of Performance Management is important to think of a career plan for each professional from their skills and performance.    Feedback and PDI in Performance Management  Last but not least, it’s time for feedback. Based on the calibration meeting, the leader and collaborator will align what were the strengths and those that still need to be developed. This is where the Individual Development Plan (PDI) also comes into play. It aims to manage strengths and weaknesses to increase employee performance in the coming cycles.  It is worth mentioning that this whole process should be fair, transparent, meritocratic, and always aligned with the company’s strategic objectives, respecting the individuality of each employee.  Did you like the article? Visit our blog and read more about it.