Time bound be clear about the time frame in which

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Time-boundBe clear about the time frame in which performance objectives are to be achieved. In most cases, objectives are to be completed by the end of the performance review period.For a performance management system to be effective, employee progress and performance must be continuously monitored. Monitoring day-to-day performance does not mean watching over every aspect of how employees carry out assigned activities and tasks. Managers should not micro-manage employees, but rather focus their attention on results achieved, as well as individual behaviors and team dynamics affecting the work environment. During this phase, the employee and manager should meet regularly to:Assess progress towards meeting performance objectivesIdentify any barriers that may prevent the employee from accomplishing performance objectivesand what needs to be done to overcome themShare feedback on progress relative to the goals
Identify any changes that may be required to the work plan as a result of a shift in organization priorities or if the employee is required to take on new responsibilitiesDetermine if any extra support is required from the manager or others to assist the employee in achieving his or her objectivesContinuous coaching: Performance management includes coaching employees to address concerns and issues related to performance so that there is a positive contribution to the organization. Coaching means providing direction, guidance, and support as required on assigned activities and tasks. As a coach, managers need to recognize strengths and weaknesses of employees and work with employees toidentify opportunities and methods to maximize strengths and improve weak areas. The role of the coach is to demonstrate skills and to give the employee feedback, and reassurance while he or she practices new skills. Good listening skills on the part of the coach, together with the ability to deliver honest feedback, are crucial. In a coaching role, you are not expected to have all the answers. Providing feedbackPositive feedback involves telling someone about good performance. Make this feedback timely, specific and frequent. Recognition for effective performance is a powerful motivator. feedback alerts an individual to an area in which performance could improve. It is descriptive and should always be directedto the action, not the person. The main purpose of constructive feedback is to help people understand where they stand in relation to expected and/or productive job and workplace behavior.If an employee is not meeting performance expectations, managers need to provide constructive and honest feedback. It's important to do this when an issue first arises - before it escalates into a significant problem. Here are a few points to consider when giving constructive feedback:1.Prepare2.State the facts3.Listen4.Agree on an action plan5.Follow up
Definition of 'Pro Forma'A Latin term meaning "for the sake of form". In the investing world, it describes a method of calculating financial results in order to emphasize either current or projected figures.

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