22
A
g
& F
ood
E
mployer
G
uide
D
DEEP DOWN
don’t we all want
validation of how we are doing at our
job, good or bad? Answering the
question of how am I doing, seems
like a simple request but unfortunately
often gets overlooked due to
distractions and the daily grind.
Fortunately, there are organizations
that have identified the importance of
a structured performance management
process and have implemented these
either formally or informally.
While the talk about the benefits
of performance management often
revolve around those gained by the
organization, this process is just as
important and beneficial to the
employee, if not more valuable.
WHY PERFORMANCE
MANAGEMENT IS IMPORTANT
Stereotypically, performance
management and performance reviews
from the employee’s perspective are
thought of as scary, a formality, or
pointless. However, there are several
things that can be reaped from an
effective performance management
process for an employee that often go
unnoticed, such as the ability to outline
and articulate accomplishments to your
superior; demonstrate your ability to
receive and give constructive feedback;
discuss career progression; and explore
growth and learning activities.
PERFORMANCE MANAGEMENT
IN THE WORKPLACE
Until you have gone through a
performance management process, it is
hard to know what to expect and that
the variation in the quality of process
can really influence the experience.
Typically performance management is
associated with the performance review.
However, performance management is
much more than that one point in time.
An effective performance
management process begins with
planning and setting goals. Goals should
be timely and measurable, relate to your
job responsibilities and be in line with
the company’s overall objectives.
The process continues throughout
the year as activities are completed to
help achieve those goals. As you work
toward accomplishing goals, both you
and your supervisor should monitor and
measure the results as you go. Keep a
log, a file online or in hard copy to keep
track of your achievements and
disappointments.
A piece of advice: don’t wait to
discuss both your successes and
challenges. Talking about things as they
happen accomplishes two things:
•
In the moment you are more likely to
remember the situation and more
effectively learn from it.
•
It helps make the actual performance
review more productive. You won’t
be worrying about all of the negative
feedback you’ll receive from things gone
wrong throughout the year.
The performance review should be
the pinnacle of the process and used to
reiterate areas of continued needed
improvement, acknowledgment of
improvements, celebration of
successes, and discussion about growth.
The performance review can also be a
time to share constructive feedback with
your supervisor and plan for the future.
In many instances, performance
management is tied to bonuses, pay
increases, and/or other perks. According
to the
AgCareers.com 2014/2015
A
gribusiness
HR R
eview
, nearly 81%
of responding agribusiness companies
indicated that staff performance was
linked to a reward. Keep in mind that
company performance is often also
a part of the equation. There is not
one standard way that organizations
manage this, so if you are unclear seek
to understand the process by asking your
supervisor or someone within human
resources.
GETTING THE MOST FROM A
PERFORMANCE REVIEW
Getting the most from your review
doesn’t have to be completely the
by Erika Osmundson, AgCareers.com Director of Marketing
How Am I Doing?
the dreaded performance review
