Establish performance standards: For managers to be effective and help employees develop their skills and abilities, it is essential to begin the performance management process from the employee's first day. Create a file for each employee and record achievements, areas for improvement and regular feedback throughout the year. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get Original Essay Communicating Standards by Providing Regular Feedback: “The performance management process begins with employee scheduling and ends with an evaluation of employee progress. Managers and employees should meet to discuss planning and goals throughout the year. If possible, it is optimal to formally sit down with your supervisor or manager on a quarterly basis. Always document all feedback you provide to employees, even if it's just saying "great job." Measure performance: Throughout the year, an employee may engage in behaviors that warrant disciplinary action. The organization's disciplinary procedure must include the requirement to document each disciplinary action taken. All disciplinary matters and improvements are reviewed at the annual performance review meeting. Compare results with standards: this helps avoid overvaluation or poor rating of the evaluation process and avoids errors of favoritism and bias. Discuss the appraisal by holding a meeting: As the time for planning the appraisal meeting approaches, start preparing for the performance appraisal. document. Performance is assessed in areas such as professional competence, interpersonal relationships, communication skills and aptitude. Some employers are considering employee self-assessment. In these cases, the employee must prepare her comments on her performance over the last year. The manager and employee must feel comfortable during the evaluation meeting. Tension will only make the meeting agenda much more difficult and uncomfortable than it needs to be. Take appropriate action: After the performance review meeting, there will likely be follow-up questions such as discussing areas for improvement, setting goals for next year, and confirming the employee's salary or salary increase. 'employee. Additionally, the manager and employee can schedule another time to discuss unresolvable issues that arise during the performance review meeting. Management by Objectives: or MBO, is another step in the performance evaluation process used for certain employees who have defined goals and milestones to achieve. each objective. These MBOs should really be reviewed quarterly to track progress or reset the goal if neither of you is seeing enough progress. MBOs are also particularly useful for employees following a professional career path within an organization. Definition of Terms Productivity: can be defined as “the quality or volume of major products or services provided by an organization.” In short, productivity is what comes out of production. Managers in every organization have the responsibility to motivate their employees to achieve organizational goals. Performance: According to Brumbach (1988, cited in Armstrong, 2000), performance can be actions as well as their consequences..