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Employee performance management is a process that helps individuals achieve their goals and meet the expectations of the organisation. A performance management system (PMS) should be designed to support individual development and provide feedback promptly. 

To help you implement an effective PMS, this blog provides a detailed guide on employee-centric performance management. This includes explaining the process of creating, implementing, and evaluating a PMS, as well as tips on measuring employee performance. Whether you're new to performance management or have been using it for years, this blog is a valuable resource that will help you make the most of employee-centric performance management.

Process of Implementing Performance Management System 

Employee-centric performance management is all about meeting the needs and expectations of employees with effective and efficient performance management systems. Implementing performance management starts by setting objectives and goals for employees. This will help you establish a clear vision and goal for the company and will provide clarity to employees on what they are expected to achieve. Next, create tracking systems to measure progress against those objectives and goals. This will help you identify areas of improvement and help employees understand their performance. Finally, please provide feedback and encouragement to employees when they meet or exceed expectations. This will help them learn and grow as professionals. 


A successful content marketing strategy requires a firm plan. With one, it's virtually possible to measure the success of your efforts and make necessary adjustments. Creating goals is an essential first step - after all, things can only be accomplished if there are benchmarks to aim for. Once goals have been set, you'll need to put together a process that will help you move closer towards them. This involves setting milestones and ensuring that everyone involved in fulfilling these objectives knows what needs to be done and when it should happen. Finally, regular communication with employees is critical in maintaining employee morale and motivation throughout the process.


Good communication is the key to success in implementing any system or goal. Without proper communication, everything falls apart, and dreams are never achieved. Effective communication begins with developing a plan - what do we want to achieve? Once that's clear, it's time to share the project with everyone affected. This includes management and employees on different levels of the organisation. It is essential for everyone involved in the process to understand their role and be comfortable with it so they can work efficiently towards common goals. Regular performance reviews are an excellent way of measuring progress and adapting plans as required so that all staff members know exactly where they stand and how they can help contribute further towards company objectives. 


Having a well-trained and motivated workforce is crucial if you want your business to succeed. This can be achieved by setting up a system that evaluates employee performance and develops action plans accordingly. Involving employees in the process will make them feel part of the team, as they'll know what's going on and why their performance matters. Furthermore, good communication is critical - not just when things are going wrong but also during times of progress! 


1. It is essential to set clear goals and objectives for employees to improve performance. 

2. All employee data should be collected and analysed to identify trends and develop strategies accordingly. 

3. Employee performance should be measured against set standards to identify areas of improvement or development and areas where additional training may be needed. 

4a) Important communication channels such as newsletters, e-mails, etc., need to be updated on a regular basis so that employees are always up-to-date with the latest developments at work. 

4b) Feedback must not only focus on positive actions but also consider any concerns or problems. Employees may have encountered it recently or during previous assignments.


Employee-centric performance management is an essential tool that can help improve the performance of employees. To get started, it's necessary to take a few steps, such as setting up recruitment, assessment and development, compensation and benefits, performance management system etc. Once you are ready, it's time to start tracking employee progress and measuring their success against company objectives. This way, you will be able to provide accurate feedback that leads to improvement in performance. It is also essential to communicate with your employees regularly, so they are kept updated on the development of the system. 


Effective performance management is essential for any organisation that wants to stay competitive. Whether you're looking to revamp an existing system or create a new one, understanding what's needed and putting together a plan of action are the first steps in achieving success. Start by conducting an assessment of your company's current performance management setup. From here, draft a plan of action and timeline detailing the necessary steps required for implementation. Make sure everyone involved - from top management to frontline employees - understands what needs to be done.


There is no stopping the success of an employee-centric performance management system. This system needs to be designed so that employees can understand and accept it. Once this happens, effective monitoring and review become much more accessible. And finally, providing repeat performance is essential for any company's sustained growth! 

Benefits of Performance Management System 

Employee-centric performance management is about more than just performance reviews. It's about much more. A performance management system can help you track and measure employee progress and success. Additionally, it can identify issues early on and provide solutions accordingly. This way, you can maintain a positive team culture, and employees will be more motivated and efficient in their work. 

A sound performance management system helps employees meet objectives more quickly and efficiently. By implementing this system, you'll be able to improve team morale and productivity overall. So, what are you waiting for? Start tracking employee performance today.

Evaluation of employees' performance on standardised metrics 

Evaluation of employees' performance on standardised metrics is essential in improving employee morale and creating a productive work environment. It helps you identify areas where employees need improvement, empowering them to learn from their mistakes. Additionally, it provides feedback on job performance in a structured manner, which leads to improved employee morale. 

Appreciating top performers and fulfilment of training needs 

Employee satisfaction is essential for a company's success. You can set the tone for an overall positive work environment by ensuring that employees are productive and meeting expectations. This will encourage people to stay with your business and perform their best, which are essential prerequisites for sustained growth. A sound performance management system should also ensure that training needs are met, so employees remain current on industry changes. When everyone in an organisation is up to date with the latest developments, it leads to increased efficiency and productivity at work. Ultimately, a satisfied workforce means continuous success for your business! 

Improved employee motivation 

Employee motivation is key to a high-performing workplace. It helps employees understand their role in the company's objectives, and ensures that everyone is accountable for their work. This promotes teamwork, as every individual knows what needs to be done and how it contributes towards the bigger picture. Furthermore, employee satisfaction surveys help management identify areas of improvement to continue enhancing employee engagement and motivation further down the line. In short, a motivated workforce leads to fewer absences (due to sickness), increased production levels due to better communication between co-workers, and higher organisational morale. 

Reduced employee turnover ratio 

Employee turnover is a significant problem in any organisation and can be costly financially and from the perspective of morale. Reducing employee turnover helps to improve motivation and engagement and builds strong work relationships, preventing disputes. There are various ways of reducing employee turnover - some are more effective than others. An excellent way to start is by implementing an evaluation system that measures progress and makes necessary corrections. From there, it is essential to provide employees with feedback, so they know what's working well for them and where improvements still need to be made. 

Automated and time-saving 

There's no one-size-fits-all approach to performance management, as the best system will vary depending on the company and its needs. However, some key features that are often included in a performance management system include: 

1. Early identification of employee issues so they can be addressed effectively and rapidly. 

2. A clear structure for tracking employee progress and measuring their effectiveness helps identify areas of improvement and provides feedback that is helpful in improving performance. 

3. Encouraging Feedback so employees can learn from their mistakes and improve over time - without it, they may feel unsure of their abilities or discouraged from trying new things against expectations. 

In turn, this could lead to decreased productivity within the workplace altogether. 

Types of Employee Performance Evaluation 

Employee performance evaluation is essential in ensuring that employees meet the company's expectations. There are three main types of performance evaluation- individual, team, and overall- and each should be based on an employee's strengths and weaknesses. Additionally, employees should know how their performance is measured so they can improve where necessary. In addition to performance reviews, a sound performance management system will also include employee training and development. By implementing a performance evaluation system that considers all these factors, your company will be able to improve employee engagement and performance. 

Management by Objective (MBO) 

Management by objectives is a performance evaluation system that helps businesses manage employee progress and performance. It assigns specific goals to employees, measures their achievements against these goals, and provides feedback on how well they are doing. MBO is often used in businesses to track the development of individual employees over time, as it offers a systematic way of measuring their skills and abilities. 

MBO can also be effective in managing teams as it allows for clear communication between management and workers – crucial when setting collective goals or carrying out disciplinary actions. 

360-Degree feedback 

Employee performance evaluation is a critical process to ensure continuous improvement in the workplace. Evaluation should be tailored to the individual employee, not just their job title or position. Feedback must be given regularly, preferably every week, so that it can be acted upon immediately. For this feedback to have any real impact, it must also come from top management! 

Behaviorally Anchored Rating Scale (BARS) 

A behaviorally anchored rating scale (BARS) is an approach to rating employee performance that considers their behaviour. It helps create a more productive and engaged workplace by targeting specific behaviours that contribute to success. The BARS system can be used in different settings - from small businesses to large corporations- and it is essential to ensure the system is flexible and adaptable to your specific needs. 

Objective and Key Result (OKR-Based) 

Objectives and key results (OKRs) are a popular measure of employee performance. They help you set goals and track progress towards them. The best way to implement OKRs is using a framework such as the SMART method. By doing this, you can always check that your employees know their objectives and how they contribute to the organisation's success. 


Employees must be evaluated on their achievements rather than as part of a team. This aligns with the notion that employees have unique skills and abilities and should be treated as such. An employee self-assessment questionnaire can help identify areas where an employee needs development or improvement. The evaluation process should also consider an employee's performance against established goals and objectives. Evaluation results can then be used to develop action plans for further improvement. Regular performance reviews will provide managers with the opportunity to assess how well their employees are meeting company expectations, take corrective measures if needed, and promote those who have excelled in the past performance appraisal season onwards. 


Employee-centric performance management systems have become increasingly important in today's competitive workforce. You can create a plan tailored to your employees' needs by implementing an employee-centric performance management system. This guide provides a process for implementing a performance management system and tips on measuring and tracking employee performance. 

Read through the manual and take the necessary steps to create a successful employee-centric performance management system.

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