Advanced Performance Management Practices that are Strategy Driven and People-centered.

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Wowledge Expert Team
Principal level
127 Wows earned
Pierre-Henri Blancher
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3 Wows earned

This guide is part of a progression set comprised of Core, Advanced, and Emerging Performance Management practices.

What it is

Performance Management at this level is both a strategy and a process that is deliberately designed to drive employee work efforts and behaviors in synch with the strategies and priorities of the larger business. It is based on an agreed-upon philosophy from which the process flows, with managers and employees acting in concert to create a culture of performance that matches the company's vision of how it will operate and accomplish its goals.  It creates formal links between larger organizational goals and those of the individual through a flow-down process designed to help employees translate those enterprise goals into their own. 

It creates a greater focus of manager and employee attention on the performance of tasks and achievement of work goals, with the introduction of more frequent work discussions that evolve from pure feedback into ongoing coaching and development conversations. It also separates other traditional considerations, such as career development and annual pay increases/bonus payments, out of their respective processes. While it remains integrated with both of those HR processes, career planning and pay decisions are given their own space and timeframes to ensure that appropriate levels of energy and effort can be placed on each.    

Why use it

Advanced performance management is designed to create a much stronger alignment between individual goals and those of the department, function, business unit, and company. It can have a positive impact on employee engagement, where individuals enjoy a clearer “line-of-sight” between their work and that of the broader organization. This increases the sense of connection to the company and its objectives. It also promises to create a high-performance culture through coaching support being delivered on a weekly or bi-weekly basis while the work is underway rather than waiting until the end of the year to provide feedback that cannot be acted on until the following performance year.  

It helps build stronger and more constructive Employee-Manager relationships with frequent conversations and a clearer understanding of an employee’s development needs and aspirations. It also provides for more time and attention for planning and developing an employee’s skills and careers as well as the equitable distribution of rewards and recognition, both of which are drivers of employee retention and engagement.

Practice guides at this level

Determining a performance management philosophy and strategy.

A philosophy clarifies the purpose and envisioned value of performance management, defining how the company wants to lead and manage its people.

Cascading and updating strategic goals that are aligned with organizational objectives.

Creating a formal flow of goals from top executives down to the lowest level employees ensures an alignment of work efforts and objectives across all levels of the organization.

Providing frequent coaching and feedback to adapt and adjust performance throughout the year.

Providing feedback and guidance on an ongoing basis to help employees improve how they conduct work and achieve outcomes. 

Separating performance from development and compensation to create focus on work outcomes enhancement.

Focusing on performance planning, tracking, assessment, development, coaching, and feedback to link the integral benefits to employees of the performance management process.

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