Performance management (or performance management) is the ongoing process of feedback and communication between managers and their employees to ensure that the organization’s strategic objectives are met.

Management does not necessarily always have to focus on the organization as a whole: it can perform its function by focusing on the performance of a department or an employee. Or in the processes in place to manage specific tasks. But, in the end, all of them must be aligned with the larger goals of the organization .

The concept of performance management has evolved since it first appeared as a concept. What was once an annual process is now in transition to continuous management , always updated and integrated with other actions.

The objective is to ensure that employees perform efficiently throughout the year. And thus, they can solve any problem that could negatively affect their performance.

In this way, it is possible to see that nowadays automation plays a very important role in management. And many of the processes involved can be optimized so that employee performance is managed strategically.

Diving deeper into meaning

Once the concepts are understood, it is nice that you are also aware of some more technical definitions, widely used in studies and major works in the area.
But why is measuring so important? Now, without metrics and management indicators , it is difficult to know exactly what we need to improve. And also the impacts of our actions. We need to measure things. And then improve them.

 

In any case, it is clear that within performance management there is a measurement component and an improvement component . And that, in the end, performance cannot be dissociated from the company’s strategic objectives.