What do you think are the key components within a performance management plan? Which component is the most challenging to implement? Why? Should evaluators have the ability to easily quantify key performance indicators in an objective format from the plan? What is the role of a manager’s subjective assessment of performance management?
Today, some organizations use the S.M.A.R.T. (specific, measurable, attainable, realistic, timely) objectives method when establishing personal performance objectives. Should they continue to use this method or modify to another system? Explain your answer. How does establishing personal performance objectives contribute to the development of an employee’s career development plan?
Watch the “Week Three Difficult Concepts” video.
In the Difficult Concepts video, Sarah states, “…if you’re doing a great job with feedback during the year, there should be no surprises.” What is “great feedback?” How often should a manager provide performance feedback to an employee? What is the employee’s role in the feedback process?
Watch the “Appraising: Weather Channel” video.
The Weather Channel video reviews the concept of mutual accountability for performance management. Do you track your performance and record significant accomplishments and areas in need of improvement? When you meet with your manager to discuss performance, are you prepared with a record of your performance that you can share with your manager? Do your coworkers view the job of performance appraisal as the manager’s job and not the employee’s job?