To effectively manage employee performance, you should do more than issue an assessment of the performance or result of performance required interviews. You should create an environment that encourages employees to voluntarily and permanently give you the best performance on an ongoing basis. But, as this type of environment? The 15 companies to start with:

1 Enter the information on your organizationâ? S practices and procedures. Make sure that employees understand the â? Written? and â? unwritten? Rules.

2 Enter the information on your organizationâ? S programs and development processes, learning and development. Make sure employees have a clear understanding and realistic about what it takes to be successful and stand in your organization.

3 Share your organizationâ? S mission, vision and / or values statements. Tell employees how they successfully help your company to be in these areas.

4 Share your organizationâ? S objectives and strategic goals of the group. Link employee goals, strategic objectives and the group.

5 Set clear expectations of performance. Let employees know what you want, how you expect it, and why you would expect.

6 Timely and adequate training for new jobs and tasks. Make sure that the employees the necessary instructions and materials to get a new job.

7th Timely and relevant information about the daily tasks and general assignments or major projects. Make sure that the employees the necessary instructions and materials to do to get their current job.

8th Timely and accurate information about unsatisfactory performance. Tell people what happened and what to do to get it right.

9th Take timely and appropriate action to support employees to improve unsatisfactory performance. Training Institute or other performance improvement strategies.

10th Strengthen the positive development. Improving the accuracy and timeliness of information when employees meet or exceed expectations.

11th More opportunities to improve their skills for the employees to learn new jobs and expand their skills. To participate in the formal classroom training or other types of development activities.

12th Workflow to eliminate factors that have a negative impact on the positive development. Consider things such as how work is received, how work is distributed, how to verify the work, and how the work is approved.

13th Removal of material factors which have an adverse impact on the positive developments have. Consider the operation of machinery or equipment are available, the amount of work and the type of resources.

14th The elimination of factors that a colleague who has a negative trend was positive on the ownership or control. Take timely action to inappropriate comments, behaviors or actions to fix.

15th Give employees â? Ongoing? Feedback on performance. Let employees know how their behavior impacts on the achievement of the workload of others and their personal workload.

Performance management is a continuous process

Think about it. They are not likely to get? Continuous? positive development by employees? ONEA? Performance evaluation and an obligation? ONEA? Performance discussion. Instead, you have many things to ensure that employees voluntarily and permanently achieve your best performance. These things mean that employees what they can do a good job, and the removal, which prevents them a good job. Thata? Is the performance management is everything.