In many ways there are no secrets to implementing effective performance management. Performance Management is a process and a process which if implemented effectively should ensure that both employees and managers remain both productive and motivated.

The actual process itself should hold no secrets. There are simply a number of steps to be considered within the Performance Management process these being as follows:

1. Agree roles and responsibilities and the objectives and targets that go with the role. Ensure that both the manager and the employee know what success looks like in relation to each objective. Sales targets are easy to quantify but project objectives may not be so easy to define success.

2. Ensure the actions needed to achieve the targets and objectives are agreed and achievable.

3. If some of the actions needed are deemed out-with the capability of the person who has to achieve them, then create a development plan in order that the person is trained accordingly.

4. Agree a review process by which each individual is coached and supported to keep on track as regards both their objectives and targets together with their development plan.

5. Mid and Year end appraisals should be simply a