Performance management aims to align employee performance with organizational goals through goal-setting, development, and corrective action when needed. Managers should lead courageously by providing useful feedback respectfully to employees, responding open-mindedly to feedback, and taking risks to improve performance even if their course of action may change. Effective performance reviews are grounded in facts about current performance and limitations, and managers must be prepared to make difficult decisions and manage outcomes. The process identifies improvement opportunities, desired results, and agreements on deliverables.

1. Performance Management The courage to take appropriate action

2. Goals: Performance Management Accomplishment of organizational goals Translating company initiatives into workable action steps Development of staff Corrective action for non-performers Best overall use of talent Leading with courage – message and approaches

3. Outcomes - Managing performance: Alignment to organizational goals Agreement on performance priority Assignment of task by skill, abilities Identification of skill gaps Recommended steps for performance improvement Correction of inappropriate behavior

4. Leading with Courage Representing the organization Being able to provide feedback in useful ways. Able to respectfully give a viewpoint. Responding to feedback from peers and subordinates Taking a risk that your course of action may change.

5. Grounded in Facts: Where do we stand today? What are the areas of needed performance improvement? What are the contributing factors? Are there any organizational limitations? Are you prepared to be decisive? Can you manage the outcome? (if not what is needed).

6. Next Steps: Identify areas of opportunity. State desired results. Review what it takes to move forward. Agree on deliverables.