Meta: This article tackles the different strategies for effective performance management that can enable manager-level employees to ensure the job satisfaction of their employees.

Performance management is the process of making sure that planned activities in an organization and their outputs coincides with the goals of the organization in the most efficient way. Although there are a variety of performance management software that can help HR managers in establishing an employee’s job, traditional performance management can still focus on the performance of an organization, a department, an employee, or the processes in place to manage particular tasks without digital aid.

Performance management is constantly evolving and the fact that this is always changing makes it a fairly difficult field to comprehend. But if you are working within this field, it is probably best to understand what contributes to effective performance management is to help you reach your goals as an HR specialist.

Defining Per­for­mance Man­age­ment

Per­for­mance man­age­ment is the con­tin­u­ous process of improv­ing per­for­mance by set­ting indi­vid­ual and team goals which are aligned to the strate­gic goals of the organ­i­za­tion. This also pertains to plan­ning per­for­mance to achieve the goals and then continuously monitoring and assess­ing progress of an employee’s performance in order to be able to develop the employees overall knowl­edge, skills and capabil­i­ties.

Strategies for Effective Performance Management

What sets an ordinary performance management plan to an effective performance management apart are the available strategies that focus on leadership, interpersonal relationships, constructive feedback, and teamwork.

Scope of Performance Management

  • Providing a well defined plan to meet the expectations for work performance
  • Continuous monitoring of employee performance
  • Rewards system and a simple acknowledgement for both good and bad performance
  • Providing timely performance summaries and reviews
  • Opening up opportunity for optimal performance
  • Performance appraisal

Considering this, here are some keywords (USURP) that can help you remember some of the most Effective strategies in Performance Management that can ensure smooth and efficient performance in the workplace.


Whether at work or for personal reference, understanding each other always helps in ensuring the flow of communication is not hampered. This means that being able to define and relay what your company goals are and the performance objectives that your employee needs to meet is one of the effective strategies for effective performance management.

Keep in mind that no one can ever meet any expectations that are not clearly defined or outlined. The same thing works in an office environment. Sometimes, employers, with the amount of knowledge they have accumulated through the years, have a tendency to use complex terms as if these are layman terms that anyone can relate to. They should always remember that there may be certain gaps in communicating what you really mean if you use overly technical terms to explain simple objectives.

If it helps, always ensure that you ask the employee if they have any questions before ending your discussion. Be sensitive as well to check if the employee is just being shy or if they just don’t care at all about what you are trying to tell.


Being able to communicate the goals and performance objectives successfully to your employees does not guarantee effective performance management. Employee responses to coaching are very subjective and it may vary from one case to another. In order to ensure that you have sent your message across, continuous monitoring until positive results actually take place is necessary. Offering frequent performance feedback in order to gauge an employees’ progress can be considered as an effective performance management skill. Keep in mind that good performance feedback can reinforce strong skill sets and positive behaviors while showing opportunity areas with a clear path for improvement.


Perhaps the most practical strategy for effective performance management is the utilization of widely accessible Performance Management Software that can help managers in establishing employee performance standards and in the evaluation of an individual employee’s job performance.

For those who are not aware, performance management systems are used in managing the progress of an employee, his or her performance, and his or her development in relation to the company’s organizational goals. In addition, companies also use these performance management software in facilitating meaningful employee-employer discussions between employees and their direct supervisors.

Many performance management softwares offer organizational planning capabilities that help HR specialists in developing an effective performance management plan. Thus, it can provide support for manager-level staff in conducting timely employee performance reviews, as well as maintaining discussion topics, and establishing employee goals, with 100% feedback rate.


Implementation of a rewards system produces positive results in performance as it serves as a practice for preemptive management. This simply means after expectations are set and goals are known, rewards are offered in return for achieving them, This is also an effective way to show that you value your employees’ effort and that you are pleased with their performance. It’s another way of saying, keep up the great work.


Another more common and more comfortable way to harness an effective performance management is to utilize peer reviews. This strategy does not only allow co-workers to pinpoint the achievement of their peers but also some of the points that they can improve on. Seeing an employee from an employer’s perspective is never the same as meeting at the same level as co-workers. This strategy is indeed going to be insightful and can also build better teamwork between workmates.

To sum up, it is always important for companies to ensure the effectiveness of the performance of the people working for them. Simple strategies such as those outlined above can definitely help in making the most out of your employees’ abilities in order to recognize their strengths and be able to build up on them for their eventual success.