Importance of Using SharePoint Performance Management Process

The SharePoint performance management process enables the employees to document and discuss their overall performance with their manager. The managers would provide guidance and feedback to the employees.

You would come across three aspects used for managing the process –

1. Goals
2. Performance journal
3. Performance review

The primary components of performance management have been associated with one another.

Goals

The performance goals aspect assists you in tracking the goals created by you and the manager. You could create numerous goals and those goals could span various performance reviews and durations. You could also create complex and simple goals, based on the information you wish to enter about the goals. Rest assured goals would not be required for determining performance reviews.

The basic goals should be inclusive of the following information –

• Short name
• A lengthy description of the aim
• Anticipated initiation date for the aim
• Predictable date of completion for the aim

You could specify the category to assist you in organizing your goals. The managers would also view the name of the person to whom the goal is allocated.

If you have detailed instructions for a goal, you could create various topics for your goals. These topics would be inclusive of a title along with a description. You could rope in as many topics you deem fit in assisting guarantee the clarity of the details of the goals to the manager and the employee. They both could enter comments about the ongoing progress of the aims. Consider adding measurements for tracking the targeted results of the aim along with the actual results.

Performance journal

Before completing the reviews of an employee, consider gathering information about events or activities to achieve success in a review period. It would be pertinent to mention here that a performance journal is a place where you could document those events and activities. Moreover, you could create future activities that should be completed to assist you in the following –

• accomplishing the aim
• meeting the needs of the development plan
• meeting the performance promise

Performance journals would not be needed for creating performance reviews or goals. You would come across two versions of the performance journal –

• the employee version – accessible through the employee self-service workspace or ESS
• the manager version – accessible through the manager self-service workspace or MSS

Employees could create their journals and share them with their managers. The managers could also create journals for their respective teams and share them with their employees. When you access the performance journal from the ESS workspace, you could enter the below-mentioned information –

• the activity of the title
• activity description inclusive of activity detailed information
• date of creating the journal
• date of initiation and completion of the activity
• status setting indicating if the activity could be shared with the manager of the employee
• setting indicating if entry is an integral aspect of the development plan
• keywords to assist you in searching for the same performance journal items

Consider linking an external site to the performance journal by storing the site URL. In the event, the journal is associated with performance reviews or goals; you could link it to one or more of them.

Performance Reviews

Performance reviews or discussions, as known formally, would be flexible to support constant feedback, formal reviews, and development plans. Lanteria assists in quickly creating small meetings for two people inclusive of one-to-one meetings or creating a relatively more complex review for matching the company’s review process.

A meeting inclusive of one-to-one simple review needs a longer description, a short name of the contents of the meeting, the review duration, the meeting date, and other discussions. Managers would require the name of the person for whom the review is created.