What Are the Stages of Performance Management Strategies?

Performance Management Strategies

When it comes to performance management, organizations often focus on the review stage, which is typically required for reward purposes. But the most important stages are “Act” and “Track.” These stages include encouraging individuals to set aside time for work and checking in on them frequently. Managing staff also requires frequent feedback and effective coaching skills. Here are some tips to ensure you’re using performance management to its maximum benefit.


The review stage of performance management strategies focuses on evaluating employee or group performance against agreed standards and goals. It may involve 360-degree feedback or competence-based assessments. The result of this process will be examined, and action plans made. This stage aims to identify where the best opportunities are and where improvement is needed. Often the reviewing process is done annually.

The first step is to determine the actual outcomes for each team or employee. A self-assessment will help employees review their achievements and determine whether or not their performance is on track. This stage of performance management is often combined with annual employee performance ratings. In the ‘Review’ stage, the employee and their manager will discuss goals, performance issues, training and advancement opportunities, and any shortcomings. 

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Whether you’re in charge of a company or work in one, the coaching process involves guiding and empowering your team members to reach their full potential. Managers must foster one-to-one relationships with employees and respect their opinions to be effective. The coaching process requires managers to provide feedback and encouragement to their team members and allow them to voice their concerns. Ultimately, this will improve the overall performance of the organization.

The coaching process is beneficial in each stage of the performance management cycle. It helps managers create a shared understanding of priorities and objectives and addresses areas in which employees need improvement or development. Coaching is also a valuable way to enhance your team’s performance and boost your company’s overall performance. It’s essential to invest in your people’s development and growth and their own. A coaching mindset is a great way to foster employee growth and innovation.

Corrective action

Taking corrective action is a valuable part of performance management strategies. Whether for a major or minor infraction. The goal is to promote employee success. The corrective action process identifies the infraction and agrees on a plan to improve the employee’s performance. Corrective actions are determined by the severity of the infraction, the employee’s past performance records, and the circumstances surrounding the infraction. This action is usually action-oriented and involves monitoring progress.

In general, the primary goal of corrective action is to improve the employee’s behavior or performance. In addition, it sets clear standards and warns of consequences for non-compliance. Often, this action is progressive and builds upon previous actions to ensure fair decisions. Corrective action can be more effective when aligned with employee performance evaluations. It is essential to determine the objective facts of the performance issue before taking disciplinary action.


The purpose of reward management is to improve the organization’s overall productivity. A well-executed reward program can improve employee performance, increase motivation, reduce service operating costs, foster teamwork, and improve financial performance. A general example of a company’s reward program is a lump sum merit award given to employees who complete their work on time. This practice is linked to lower staff turnover and lower hiring costs.

Reward management can be seen as a system in which managers set expectations, measure results, and reward high-performing employees. The primary goal of performance management is to increase organizational success by rewarding high-performing employees. The aims of reward management strategies are varied and complex. Here are a few examples of reward programs:

The reward is the final stage of performance management strategies, and it keeps employees motivated throughout the year. Employees receive deserved rewards for their efforts, which helps boost employee commitment and productivity. Rewarding employees fairly requires the management to work hard to ensure that the rewards are based on merit. Traditional rewards include bonuses, increases in compensation, vacation time, essential projects, and positive reviews. But to create a motivational culture, these rewards must be consistent and fair.