Performance Management is an on-going, year-round partnership between supervisors and employees, working together to accomplish the goals of their specific department and Florida Atlantic University.  This process involves establishing individual goals and expectations; communicating standards; timely and constructive feedback; positive coaching and support; and performance evaluation.

Keys to Success:

  • Establish goals and expectations: The supervisor and employee should discuss and establish agreed upon goals that are appropriate, attainable, and relevant to the specific position.  The employee should have a clear understanding of the supervisor's expectations and how the goals support the overall mission of the department.  Goals should not only help the employee to do a good job, but should provide an opportunity for creativity, vision, and professional growth.

  • Communicate, communicate, communicate!Communication is both the informal, unplanned discussion, and the more formal, scheduled meeting.  Good communication provides the foundation and building blocks for successful performance.   It is critical that supervisors clearly communicate reasonable, appropriate standards, as well as maintain and model those standards in a consistent manner.  Effective communication is always a two-way process, so both the employee and the supervisor should seek out and take advantage of every opportunity for positive communication.  Two-way communication means that you listen as effectively as you speak, and that you speak in a non-threatening, assertive and positive manner.  Effective listening involves paying attention, avoiding the pitfall of becoming defensive, clarifying what is being said, and asking appropriate questions.

  • Provide Feedback:Employees want to know, and should always know, how they are doing.  Are things going great?  Positive feedback reinforces the employee ' s performance and encourages the employee to do even better.  Is there room for improvement?  Constructive criticism gives the employee a roadmap to correct their performance.   Whenever you give feedback, keep the following points in mind:

    • Be Timely - When an employee does something deserving of praise, Don't Wait.  Give the feedback immediately and let the employee know that you noticed and that it makes a difference.  If you think that the employee ' s actions need to be corrected, Don ' t Wait.  Speak to the employee and point out your concern in a constructive manner. 

    • Be Specific - Cite specific situations or examples, rather than using broad generalizations. 

    • Be Honest - Don't beat around the bush, or gloss over the concern.  The goal is for the employee to address and correct the issue, and the only way someone can do that is if you are specific and clear. 

    • Be Constructive - (not destructive!).  Feedback is designed to assist the employee be successful, so give specific, helpful examples and specific guidance on ways to improve.

    • Provide Follow-up - Get back with the employee on a periodic basis to let the employee know how he or she is doing.  Encourage the employee and indicate assurance in the employee's ability to do well. 

  • Ask for Feedback: Feedback is not a one-way street.  Remember that Performance Management is a partnership, and therefore supervisors should request and be open to feedback from employees.  Listen with an open mind and be receptive to what you hear.  Employees should feel that they are truly a part of the team, and that their ideas, opinions and concerns will be heard.  

  • Offer Support: Provide training opportunities for professional growth; resources for learning; and encouragement to be creative, make suggestions and take responsibility.  Coach employees to reach their full potential and exceed expectations.

  • Evaluate Performance: Use the annual appraisal process as a means to document the employee's performance over the fiscal year.  All of the elements of Performance Management lead up to the performance appraisal.  The appraisal is a culmination of all of the discussions and meeting that you have had with the employee; the on-going feedback; the development and assessment of goals; and the positive encouragement to be successful.  Performance appraisals should never be a surprise!