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Performance management is a strategic, continuous process that ensures employees meet organizational goals through clear expectations, regular feedback, and professional development. It encompasses setting objectives, monitoring progress, evaluating performance, and providing coaching to enhance employee effectiveness and engagement.
An effective performance management system includes goal-setting, ongoing communication between employees and managers, performance evaluations, recognition of achievements, and development plans for improvement. It helps align individual contributions with business objectives while fostering accountability, motivation, and career growth.
By implementing a structured performance management approach, organizations can improve productivity, enhance employee satisfaction, and drive long-term success.
Mission-Focused
Written expectations are established by leaders and have a clear tie to the mission of the Utah State Courts.
Employee Driven
Equipped with the knowledge of what is expected and how to succeed, the employee takes responsibility to self-evaluate their own capability and efforts to succeed, and their impact on others along the way.
Leader Supported
Leaders establish support for performance check-ins, possibly scheduled by the employee with an agenda and talking points drafted by the employee.
Cadence
The cadence for performance check-ins might be negotiated within reason. Quarterly or monthly is a cadence that often works. Leaders may need to make the final decision on the cadence in the event of an unresolved disagreement.
Check-in
This is a conversation to more clearly understand performance status and needs. Employee offers perspectives, leader offers perspectives, and the end goal is mutual clarity on performance.
Results
Check-ins should help employees gain insights and ideas for improving performance and often help leaders better understand how to support employee efforts.
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