Performance management now and all year long

The following message is a message from Professional Development Center.

What do you think of when you read the following words:

“Performance Management”

For some, it may be something like, 

Yeah, it’s that thing on Workday we have to do once a year, at the end of the year, where I put in my ratings and my boss tells me what I did well and what I didn’t do well.

No doubt, part of performance management is having that one single year-end performance review. But performance management should not be considered a once-a-year thing. Research shows that we want more feedback than we are getting from our leaders. Effective leaders give feedback more often – weekly if not daily – to the people they lead and serve compared to ineffective leaders. And those who request or ask for feedback from others are seen as more effective as well. 

WFU’s philosophy around performance management is that “Performance Management is an ongoing, collaborative partnership between a manager and employee that occurs throughout the year. It is important for leaders to have frequent, candid performance conversations with their staff, using the techniques of coaching, modeling, reinforcing, and providing feedback.”

Clear performance expectations and effective communication empowers employees, increases engagement, fosters a sense of belonging, and improves overall expectation alignment. If we think of performance management as a year-round effort, and not just a one-time task, think of the differences that could occur:

• We will feel more appreciated at work
• We will feel as if someone is investing their time and efforts in our own development
• Corrections can be made faster and more timely
• We will be more engaged in our work
• Better clarification of job responsibilities and expectations
• Enhanced individual and team productivity and performance
• Improved communication between employees and supervisors

The PDC will continue to offer workshops focusing on feedback three times a year (once in the spring semester, once during the summer, and once in the fall semester). In March 2025, the PDC and Campus Engagement will facilitate the following courses.

• March 17: PDC In Person: Performance Management Best Practices and Q&A: This workshop will take place in person in Reynolda 301 from 2:00 PM – 3:30 PM Eastern Time. 
• March 25: PDC Live Online: Performance Management Best Practices and Q&A: Training will occur live online via Zoom from 2:00 PM – 3:30PM Eastern Time.

In addition, the following two courses are self-directed in Workday and may be worked through at your own pace. 

• Performance Management: Employee Perspective
• Understanding Performance Management for Leaders

May the two words “Performance Management” mean something different to you now, and may that be a part of an everyday effort that occurs year-round, to best serve each other.

Continue your professional development with the PDC:

Visit us online at pdc.wfu.edu

Register for our classes through Workday Learning

Follow the PDC on Instagram @wfutalent. 

Or, contact our professional staff:

William (Bill) Gentry – Director of the PDC and Learning & Development

Missy Campbell – Manager, Learning & Development