The first phase of the performance cycle is focused on planning. Here, organisations and employees work together to establish expectations. Performance expectations may cover a wide range—everything from hours spent in the office to compliance with company policies, but they usually fall into one of two categories: results and actions. Results are what the employee produces or accomplishes, and actions are the methods and behaviours demonstrated during the process.
With expectations firmly in mind, work together to establish SMART (Specific, Measurable, Achievable, Relevant, Time-Bound) goals. These SMART goals should each contribute to various company objectives, but they should also relate to personal development for the employee.
Identify the actions that should be taken within the next few months. Then, review the performance expectations within the employee’s job requirements, and make updates where necessary. Remember that this should be a collaborative effort between management and the employee, working together to construct a personal development plan that can help guide future action and show the commitment that both sides have to improving performance.