The document discusses effective performance management systems, outlining that they should align with organizational strategy and culture, be practical and easy to use, and monitor both results and behaviors. It also provides details on the key aspects of a performance management cycle including planning, monitoring, and reviewing performance. Guidelines are presented for setting goals for employees using the SMART framework and providing constructive feedback.

1. Elif Yılmaz
Etki Management Consulting

2. What is Performance Management?

3. How should an effective performance
management system?

4. An effective performance management system should
Align with your organization’s strategic direction and
culture
Be practical and easy to understand and use
Monitor and measure results (what) and behaviors
(how)
Establish clear communication between managers and
employees about what they are expected to accomplish
Provide constructive and continuous feedback on
performance
1
2
3
4
5

5. Plan
- Identify, clarify and agree
upon expectations
- Identify how results will be
measured
- Agree on monitoring process
- Document the plan
Monitor
- Monitor and evaluate
progress
- Take corrective action or
make changes, if required
Review and Evaluate
- Annual performance review
and revaluation
- Sign off
- New cycle begins
Performance
Management
Cycle

6. Performance Evaluation and Planning
• Role Responsibilities
• Individual Goals
• Behaviors
• Overall Evaluation
Evaluation of Performance for Past Year
• Goals for Coming Year
• Development Plan
Planning for the Coming Year

7. Performance Evaluation Process
1. Develop performance standards
2. Setting goals and objectives
3. Data collection
4. Performance evaluation interview
5. Future goals and objectives
6. Follow up
7. Rewarding performance

8. How to Set Goals for Employees?
• Specific
S
•Measurable
M
• Achievable
A
• Realistic
R
• Time
Based
T

9. How to Give Feedback to Employee?

10. Source:www.miles-group.com

12. Elif Yılmaz
elifyilmaz@etkiyonetim.com