Managing Performance: Best Practices 130

benchmark

A goal used to measure the rate of progress toward a larger goal.

coaching

The ongoing process of helping an employee to identify and overcome the hurdles that prevent him or her from excelling at the job.

communication

The process of conveying information through speech, writing, or other transmission media.

conflict resolution

The process of ending a disagreement between two or more people in a constructive fashion for all parties involved.

development

The process of improving employee performance through on-the-job training, offsite training, and assigning higher levels of responsibility that allow the employee to gain new skills.

evaluation

The process of formally judging the value or quality of a person or thing. For managers, an employee evaluation is a core means for ensuring effective employee performance.

feedback

Communication that is given in order to guide another person or in response to the message given to the receiver.

goal

An objective or standard to be achieved.

goal setting

The process of determining an objective or desired result.

mentoring

Teaching by example and offering guidance and support.

monitoring

The process of checking whether or not employees are on track to meet their goals and giving them feedback on their progress.

offsite training

Training that takes place outside of the workplace.

on-the-job training

Tasks learned on-the-job. On-the-job training may be obtained through day-to-day experience or through instruction from a senior-level employee.

on-the-spot recognition

Recognition that takes place immediately after an employee has accomplished something.

organizational goal

A general goal that the company as a whole is trying to reach.

performance evaluation

A formal review of an employee's performance, usually covering a 12-month period. Also called a performance review.

performance improvement plan

A set of goals given to an employee as a result of the employee's poor performance. The PIP must give specific details of the areas in which the employee must improve and stipulate the period of time during which that improvement should occur.

performance management

The process of motivating employees through setting goals, measuring progress, giving feedback, coaching for improved performance, and rewarding achievements.

performance review

A formal review of an employee's performance, usually covering a 12-month period. Also called a performance evaluation.

planning

The process of defining organizational goals and determining the resources and time frame required to reach those goals.

production quota

A goal for the quantity of goods to be created.

progress review

An informal evaluation of an employee's progress.

recognition

The process of publicly acknowledging and rewarding an employee's high quality work.

self-evaluation

A process in which an individual rates the quality of his or her own work.

target date

The planned date for a product or process to be completed.

trust

The measure of an employee's belief in a manager and willingness to follow the manager's lead. Employee trust is based on perceptions of a manager's competence as a leader and the manager's intentions toward employees.

vision

The values that are important to a company, the reputation the company wishes to have among its customers, and the goals the company hopes to achieve in the future.