HR Glossary

Performance Management Cycle

What is the Performance Management Cycle?

The Performance Management Cycle is a system of regular reviews and updates of an employee’s work objectives and progress that helps ensure that the employee is meeting the expectations of the job and is on track for career growth. The cycle usually begins with the employee setting goals or objectives for the coming period, which are then reviewed by the employee’s manager. Progress is tracked and updated throughout the year, and the manager provides feedback to the employee on how they are doing. The cycle ends with an evaluation of the employee’s overall performance and a discussion of any potential areas for improvement.

What are the phases of the Performance Management Cycle?

The performance management cycle has four phases: planning, monitoring and measuring, feedback, and improvement. In the planning phase, the supervisor and employee work together to set goals and objectives for the employee to achieve. In the monitoring and measuring phase, the supervisor and employee track the employee’s progress towards meeting their goals. In the feedback phase, the supervisor and employee provide feedback to each other on the employee’s progress. In the improvement phase, the supervisor and employee work together to identify and implement changes that will help the employee improve their performance.

How do you build a Performance Management Cycle?

There are a few key steps in building a successful performance management cycle:

  1. Establish Expectations: Everyone involved in the process, from the employees being managed to the managers responsible for managing them, needs to have a clear understanding of what is expected of them. This means setting specific, measurable goals and objectives for employees to achieve, and defining the standards by which their success will be judged.
  2. Communicate and Coach: Once expectations are established, it’s important to communicate them effectively and provide coaching and feedback to help employees stay on track. This includes regular check-ins to review progress and discussing any issues or concerns that may arise.
  3. Evaluate and Reward: Finally, once goals have been met or objectives achieved, it’s time to evaluate performance and provide recognition and rewards as appropriate. This can take the form of salary increases, promotions, or simply acknowledgement and appreciation for a job well done.

What is the purpose of the Performance Management Cycle?

The Performance Management Cycle is a process that helps organizations ensure that their employees are meeting the expectations of their jobs. The cycle consists of four steps: planning, monitoring, appraising, and rating. During the planning step, managers and employees work together to identify the goals and objectives that will be used to measure employee performance. During the monitoring step, employees are regularly evaluated to ensure that they are meeting the goals and objectives that were set during the planning step. The appraising step is when managers and employees discuss the employee’s progress and come up with a plan to help the employee meet the goals and objectives. The rating step is when employees are given a rating based on their performance.

What do you include in the Performance Management Cycle?

The Performance Management Cycle includes the steps of setting goals, providing feedback, and rating performance. In order to set effective goals, it is important to have a clear understanding of the job requirements and what is expected of the employee. Regular feedback helps employees stay on track and make necessary adjustments, while rating performance allows employers to identify and reward high performers.


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