Gestión del rendimiento
Employee performance management is a process in which organizations establish clear performance expectations and goals for employees, measure their progress toward these goals, provide feedback and coaching to help employees improve their performance, and use this information to make decisions about promotions, compensation, and other rewards.
The process typically involves regular communication and feedback between managers and employees, as well as formal evaluations or appraisals of employee performance.
The overall goal of employee performance management is to help employees understand their roles and responsibilities, identify areas for improvement, and achieve their full potential within the organization.
What is employee performance management?
Employee performance management is the process of setting goals, measuring progress, and providing feedback and support to employees to help them improve their performance and achieve their full potential in the workplace.
What does employee performance management include?
It includes a range of activities such as goal setting, regular feedback, performance evaluations, skills assessments, and career development planning. These practices form a cycle that enables employees to stay aligned with company objectives, receive support when needed, and grow in their roles through structured development efforts.
What are the types of employee performance management?
There are different models used based on company size, culture, and objectives. These include traditional reviews, continuous feedback systems, and project-based evaluations.
- Annual performance appraisals
- 360-degree feedback
- Continuous performance tracking
- Project-based or role-based assessments
- OKR (Objectives and Key Results) method
What is an employee performance management system?
An employee performance management system is a structured set of tools and processes designed to plan, assess, and improve workforce performance. It automates performance reviews, tracks progress on goals, and enables data-driven talent decisions. Such systems are often integrated into broader HR platforms.
Why is employee performance management important?
It helps organizations build a high-performing workforce, retain talent, and create a culture of accountability and growth.
- Aligns individual efforts with business objectives
- Identifies high performers and skill gaps
- Encourages transparency and trust in evaluations
- Improves employee morale and engagement
- Helps in succession planning and workforce development
- Drives productivity and business outcomes
What are employee performance management metrics?
These are data points used to evaluate individual and team performance. They help HR teams make objective decisions on promotions, training, or restructuring.
Common metrics include:
- Goal achievement percentage
- Productivity output per employee
- Attendance and punctuality
- Skills assessment scores
- Peer or manager feedback scores
What are some employee performance management examples?
Examples help show how performance management can be applied across roles and industries.
- A sales manager setting quarterly sales targets and reviewing them weekly
- A developer receiving monthly feedback on code quality and speed
- A customer support agent rated based on ticket resolution time and customer satisfaction
- A marketing specialist working with OKRs tied to campaign performance
- A team leader using 360-feedback for year-end performance review
What are common employee performance management models?
Models provide a structure for performance evaluation and improvement across an organization.
- Management by Objectives (MBO)
- 360-Degree Feedback Model
- Continuous Performance Management Model
- The Balanced Scorecard
- Behaviorally Anchored Rating Scale (BARS)
What is the role of HR in employee performance management?
HR employee performance management involves setting policies, facilitating review processes, training managers, and analyzing performance data. HR ensures the system remains fair, goal-driven, and legally compliant.
Encuestas sobre el pulso de los empleados:
Se trata de encuestas breves que pueden enviarse con frecuencia para comprobar rápidamente lo que piensan sus empleados sobre un tema. La encuesta consta de menos preguntas (no más de 10) para obtener la información rápidamente. Pueden administrarse a intervalos regulares (mensual/semanal/trimestral).
Reuniones individuales:
Celebrar reuniones periódicas de una hora de duración para mantener una charla informal con cada miembro del equipo es una forma excelente de hacerse una idea real de lo que les pasa. Al tratarse de una conversación segura y privada, te ayuda a obtener mejores detalles sobre un asunto.
eNPS:
eNPS (employee Net Promoter score) es una de las formas más sencillas y eficaces de evaluar la opinión de sus empleados sobre su empresa. Incluye una pregunta intrigante que mide la lealtad. Un ejemplo de preguntas de eNPS son ¿Qué probabilidades hay de que recomiende nuestra empresa a otras personas? Los empleados responden a la encuesta eNPS en una escala del 1 al 10, donde 10 significa que es "muy probable" que recomienden la empresa y 1 significa que es "muy improbable" que la recomienden.
En función de las respuestas, los empleados pueden clasificarse en tres categorías diferentes:
- Promotores
Empleados que han respondido positivamente o están de acuerdo. - Detractores
Empleados que han reaccionado negativamente o no están de acuerdo. - Pasivos
Empleados que se han mantenido neutrales con sus respuestas.
How does performance management impact employee engagement?
Engagement improves when employees feel seen, supported, and guided. Performance management contributes to this through structure and feedback.
- Offers regular check-ins and two-way communication
- Makes goals visible and achievable
- Builds trust through fair evaluation systems
- Provides clarity on roles and expectations
- Encourages recognition and reward systems
- Gives a sense of purpose and contribution
How does performance management affect productivity?
When managed well, performance management systems reduce inefficiencies and help employees focus on meaningful work.
- Prioritizes tasks aligned with business goals
- Minimizes time wasted due to unclear roles
- Tracks progress to keep employees on course
- Identifies underperformance early for course correction
- Reinforces accountability with measurable metrics
How does performance management encourage employee development?
Performance management fosters continuous learning and growth by integrating feedback, goals, and development plans into everyday work.
- Sets clear goals with defined outcomes
- Provides real-time feedback for improvement
- Identifies training and upskilling needs
- Encourages coaching and mentoring
- Aligns personal goals with career growth
- Recognizes achievements that boost confidence
What are employee performance management best practices?
Best practices ensure your system is effective, fair, and supports long-term success across the organization.
- Set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals
- Use continuous feedback instead of annual-only reviews
- Train managers to coach, not just evaluate
- Incorporate self-assessments and peer reviews
- Align individual goals with business objectives
- Keep documentation transparent and accessible
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