What Is Performance Management?

What Is Performance Management?

Performance management is a futuristic solution based on hindsight. Managers can foresee problems based on current employee performance and psychometric assessments, which helps them initiate the necessary course corrections to bring the employee back on track and help the business not lose its growth. If you want to get full details of performance management, cycle and best practices, follow this blog!

Basic Details

Performance management entails taking continuous feedback from the employees and maintaining continuous communication between managers and their employees to ensure the achievement of the company’s objectives. The very goal of performance management and evaluation is to ensure that employees are performing efficiently throughout the year and to address any issues that may hamper their performance. But you should be careful of the fact that performance management is different differs from talent management. Talent management refers to a set of initiatives taken to engage employees to retain the necessary talents required for realising the business’s goals. On the other hand, performance management is a drive that guides employees towards establishing and achieving goals aligned with the organisation’s goals. HR consulting firms carry out this performance management task as they have the skill and experience to do so. 

The importance of carrying out performance management lies in the fact that it keeps both the manager and the employee informed about ongoing changes to the performance management process and what both can do to improve. The employees, too, start believing that their employers are interested in their work and care about their goals; hence, they become more recipients of constructive feedback.

Performance Management Cycle

Performance management consists of a series of five imperative steps and thus is also known as a cycle. The steps are given below in detail:


Planning includes aligning the employees’ goals with the companies’ and communicating these goals with them. It is feasible that these goals be disclosed clearly in the job description to draw good quality candidates. You may once again choose to remind these goals after hiring a new employee. Depending on the psychometric assessments carried out by the HR team, you may assign a percentage to each of these goals to evaluate their achievement.


As the name suggests, the managers must continuously monitor the employees’ performance to achieve goals. This is where performance management software comes to the rescue! The software can help you track your teams’ performance in real-time and modify and correct courses whenever required.


Developing means using the data obtained from the software through monitoring to improve and develop the performance of employees. The HR consulting firms usually suggest refresher courses, provide assignments to improve their knowledge on the job or alter employee development to enhance performance.


Each employee’s performance must be rated periodically to identify employee performance and implement the changes accordingly. The rating can be given using performance management software. To get more inclusive feedback, both peers and managers can provide these ratings. 


The final step is to give adequate and timely rewards for boosting the spirits of the employees. This is essential to the performance management process and, at the same time, an important part of engaging the employee to the goals of the organisation. The rewards can range from a simple thank you to a full-scale employee rewards program that periodically rewards excellent performance in the organisation.

The Future of Performance Management

Three key developments have taken place in the process of performance management, which heralds a new future:

No More Annual Report 

Several global organizational giants have abandoned annual performance management practices and adopted a more fluid and continuous performance management process. 

One-On-One Feedback

The one-on-one feedback approach is gaining more prominence to ensure that employees’ work aligns with the organisation’s objective. Many managers are choosing to coach their employees and adjust the workflow to facilitate the achievement of goals.

Prominence of Technology

From the perspective of technology, it is believed that smart machines, cognitive and artificial intelligence will become more prevalent and will entail capabilities that can actively recommend performance actions and engagement suggestions to meet individual goals better.

Before You Go

Performance management has become one of the most important factors that help in the growth of organisations. The current developments in the field of performance management suggest a future where technology will perform these functions. But the ones who drive this technology will be leading HR firms like Infinity People. We at Infinity People offer effective performance management services to our clients to help them realise their objectives. Our project management services using advanced technology attracts a lot of clients to our firm. We deliver assured results to all our clients in accurately assessing and developing their employees’ performances.