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Managing Performance - Competency

360-Feedback questions that measure Performance Management

• Sets specific and measurable goals for others and follows through to completion.
• Aligns individual and team goals with the organization's goals and objectives.
• Sets long and short term goals.
• Measures performance of goals and objectives.
• Provides employees with necessary resources to accomplish their goals.
• Makes sure the team's goals are met.
• Sets clear and ambitious goals to be met.
• Ensures that team goals are met 85 percent of the time.
• Ensures team members understand the department goals.
• Measures job performance of subordinates against defined goals and objectives.
• Sets challenging goals and objectives.
• Adjusts performance goals as needed to meet the demands of the department/organization.

• Sets performance expectations that are clear, specific and concise.
• Ensures employees understand their performance expectations.
• Creates clear performance standards that are understandable and fair.
• Aligns individual and team performance expectations with the organization's expectations.
• Sets the Objectives and Key Results (OKRs) required for the position.
• Sets and maintains high standards for self and others.
• Plans and sets work expectations.
• Establishes standards for expected performance.
• Revises the Objectives and Key Results (OKRs) required for the position on a quarterly basis.
• Ensures employees understand how work is to be completed.
• Obtains commitment from employees regarding completion of tasks.
• Ensures employees understand performance standards/requirements.

• Establishes measures of performance.
• Determines the Objectives and Key Results (OKRs) needed for the position.
• Establishes standards for expected performance.
• Establishes indicators to measure levels of performance.
• Monitors performance on a regular basis.
• Ensures that OKRs are aligned with company objectives.
• Uses existing performance frameworks to define measures of performance.
• Determines the operational standards needed for performance of the job.
• Uses established criteria for measuring job performance.
• Identifies the Key Performance Indicators (KPIs) for the position.
• Links qualitative objectives to quantitative key results.
• Creates several measures of success for each goal.

• Clearly articulates the performance requirements for the position.
• Communicates the roles and responsibilities to the employee.
• Makes sure employees understand what is expected of them.
• Is consistent in clearly communicating job requirements.
• Makes sure commitments are understood and met.
• Ensures employees understand their performance expectations.
• Ensures Job Descriptions are up to date and accurate.
• Ensures the employee understands the key tasks, goals and KPIs required for the position.
• Informs the employee of the required sales/production targets.
• Conveys expectations for meeting performance metrics.
• Communicates OKRs to employees regularly during monthly meetings.

• Holds employees accountable for meeting performance expectations.
• Assigns tasks and responsibilities and holds employees accountable for actions.
• Ensures employees are accountable for meeting OKRs.
• Addresses missed deadlines or quality issues promptly.
• Holds the team accountable for meeting objectives.
• Stresses the importance of meeting production quotas.
• Assigns responsibility for meeting specific objectives.
• Follows up on delegated tasks at defined checkpoints to ensure commitments are honored.
• Documents performance commitments and holds employees to those agreements during subsequent check-ins and evaluations.
• Ensures that corrective actions are completed fully and on time.
• Holds the team leader accountable for the team meeting key performance responsibilities.
• Clarifies consequences for unmet expectations and applies them consistently to reinforce responsibility for results.
• Requires employees to provide status updates that explain progress, obstacles, and next steps.

• Measures job performance of subordinates against defined goals and objectives.
• Measures performance using standard production quotas.
• Assesses employee performance against defined standards.
• Uses pre-established key benchmarks to measure performance.
• Reviews job performance shortly after completion of tasks.
• Uses dashboards, scorecards, or other reporting tools to track real-time performance indicators and adjust priorities accordingly.
• Compares individual performance results against team averages or historical benchmarks to determine relative effectiveness.
• Records production quotas on a daily basis.
• Analyzes trends in performance data over time to identify patterns, improvements, or emerging performance risks.
• Validates the accuracy of performance data by cross-checking reports, logs, or system records to ensure reliable measurement.

• Establishes indicators to measure levels of performance.
• Continuously measures performance and provides feedback to employees regularly.
• Routinely holds audits of performance on a weekly or monthly basis.
• Monitors progress to ensure performance goals are being met.
• Reviews monthly or weekly reports of quantitative metrics (sales/production) to measure performance level.
• Uses weekly staff meetings to assess performance of key responsibilities.
• Establishes measures of performance.
• Monitors performance on a regular basis.

• Regularly conducts performance reviews of all employees.
• Informs team members how their performance compares to stated goals.
• Effectively uses the current performance review process.
• Conducts objectives and key results (OKR) assessments on a quarterly basis.
• Uses the established performance review forms to maintain consistency in reviews.
• Performs thorough and timely employee performance reviews.
• Performs thorough and timely employee performance appraisals.

• Provides employees with training as needed to increase their performance.
• Ensures employees are trained in areas where performance may be lacking.
• Requires employees to participate in additional job training as part of a remediation program.
• Encourages employees to take additional training in areas where they had low performance scores.
• Participates in training as needed to improve job performance.
• Trains and develops employees to realize their maximum potential.
• Provides support and resources employees need to do their best to accomplish goals.

• Provides additional responsibilities for employees that exceed performance standards.
• Increases responsibilities for high performing individuals.
• Assigns additional responsibilities to facilitate internal employee promotions.
• Rewards exceptional individuals with additional responsibilities.
• Awards new assignments to those who are most capable.
• Gives additional responsibilities to individuals who exceed standards.
• Uses increased responsibility as a structured development tool, aligning new duties with the employee's long-term career path and readiness.
• Gradually expands the scope of an employee's role as their competence and confidence increase, ensuring growth is both challenging and achievable.
• Identifies employees who consistently demonstrate reliability and entrusts them with cross-functional or high-visibility responsibilities.
• Provides employees with ownership of more complex tasks to strengthen judgment, autonomy, and decision-making skills.
• Assigns employees to lead portions of projects or initiatives to build leadership capability and prepare them for higher-level roles.

• Uses timely and appropriate corrective/disciplinary actions.
• Addresses performance issues as soon as possible.
• Presents performance feedback in a clear and concise manner to address performance issues.
• Addresses poor performance sooner rather than later.
• Places employees on probation if they fail to meet minimum performance standards.
• Is consistent in disciplinary/corrective actions.
• Is consistent in corrective actions.

• Initiates a performance improvement plan for underperforming subordinates.
• Implements remediation plans that include specific performance goals in areas most in need of improvement.
• Implements remediation plans with follow up after 3 months.
• Sets clear milestones and interim checkpoints within the remediation plan to track progress and adjust support as needed.
• Identifies specific actions to be addressed through the remediation plan.
• Initiates probationary actions for employees with sub-par performance.
• Implements remediation plans as needed.
• Documents all remediation steps, discussions, and progress updates to maintain transparency and support future performance decisions.
• Provides targeted coaching, training, or resources during the remediation period to ensure the employee has a fair opportunity to improve.
• Collaborates with the employee to identify root causes of performance gaps and incorporates those insights into a tailored improvement plan.

• Recognizes and values good performance.
• Acknowledges employee contributions that support the bottom line.
• Ensures team members receive rewards for positive performance accomplishments.
• Provides personalized recognition that reflects the specific contributions and strengths of each employee.
• Acknowledges employee contributions that support the bottom line.
• Recognizes team members when they contribute significantly to the team.
• Celebrates incremental progress on long-term goals to sustain the team's momentum and acknowledge consistent effort.
• Publicly highlights exemplary work during team meetings to reinforce desired behaviors and motivate others.
• Recommends employees for distinguished service awards if warranted.
• Links recognition to demonstrated growth, improvement, or mastery of new responsibilities to reinforce development.

• Rewards employees for exceeding goals.
• Rewards employees for exceeding goals.
• Recognizes people who provide outstanding leadership in planning, organizing.
• Recognizes employees who have courage in persevering against great odds and difficulties.
• Rewards individuals who show imagination in developing creative solutions to problems.
• Recognizes employees with a long and distinguished career of service.
• Ensures team members receive rewards for positive performance accomplishments.

• Is proactive in administering the rewards program.
• Administers the performance rewards program in a fair and equitable manner.
• Ensures the eligibility of the proposed award recipient.