This document discusses various aspects of performance management including its purpose, methodology, appraisal process, and improving employee performance. Some key points: - Performance management aims to develop employees through job analysis, descriptions, interviews, feedback and coaching rather than just documenting mistakes or terminations. - Regular, ongoing coaching and feedback is important rather than just annual reviews so issues can be addressed promptly rather than waiting a year. - Surveys show employees value appreciation, interesting work, loyalty and feeling included more than just wages and promotions. - 360-degree/multi-rater feedback provides a more comprehensive view of performance but takes more time and training to implement effectively. - Progressive discipline should be used to

1. Performance Management

21. Motivation Factors Top 3 Motivators How they are being met now How they can be better met

33. Team members’ Motivators Top 3 Motivators How they are being met now How they can be better met

41. Competence Low High The ability to do the job required with moderate supervision. The ability to act as a role model and teach others their job.

42. Commitment Low High Has a neutral to positive attitude at all times toward the job. Strives only to meet goals. Continually strives for excellence. Works to improve self and others at all times. Raises the morale of others.