Performance Management Meetings

Performance management is a strategic and integrated approach to enhancing the performance of people within an organization. At Emory, the performance management process is designed to motivate and develop employees. According to performance appraisal expert, Dick Grote, there should be a minimum of three meetings for annual employee performance reviews:

• The first meeting is the planning meeting between the manager and employee. At Emory, this is the “Start” step in PeopleSoft 9.2 where the manager and the employee meet to review performance and discuss goals for the year. To set goals effectively, managers should consider past performance reviews, but also set goals that are specific, measurable, attainable and time bound.  When complete, the manager should mark this step approved.
  
  
• The second meeting occurs halfway through the fiscal year and can be considered the “preview of the annual review.” At Emory, this is the mid-year review. This is an important step, as it allows a collaborative approach to discuss the mid-year performance to see if progress is being made and priorities need adjusting. The mid-year ensures both manager and employee are putting the right resources in the right areas. In addition, it ensures no surprises at the end of the year review. Since the form is open at the beginning of the year, both manager and employee can regularly update progress toward goals.  Taking notes throughout the year makes the process easier and by completing the mid-year review, it takes less time to complete the review at the end of year.
  
  
• The third meeting at the end of the year is to review the performance of the employee. At Emory this is the year-end review.  The manager and employee discuss the previous year’s performance and can begin discussing the expectations, goals and responsibilities for the next year. After the meeting, the form should be “signed” with the acknowledgement button.

But these three meetings shouldn’t be the only time the two meet. Regular, informal feedback should occur throughout the year. Whether it is commendable performance or a possible concern, feedback should be provided as soon as possible. Employees prefer to know right away what they are doing well and what should be improved instead of waiting until a formal meeting. The key to these reviews and meetings are timely and concise communication from both sides.

NEED HELP?
If you would like to learn more about the Performance Management system, we have online help available:

• Step-by-Step Guide for Managers
• Step-by-Step Guide for Employees

Notes
Grote, R. C. (1996). The complete guide to performance appraisal. AMACOM Div. American Mgmt. Assn.
Grote, R. C. (2002). The performance appraisal question and answer book: A survival guide for managers. AMACOM Div. American Mgmt. Assn.