Manage Your Performance - Gateway to Learning

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Manage Your Performance

best practice graphic. has words like experience, development, knowledge.

At Ohio State, we value performance management strategies that fuel a high-performance culture. These resources focus on setting clear expectations, supporting personal development, and engaging each of us in our role at the University.

Manage Your Performance Resources

Ongoing coaching and feedback triangle with 3 sides labeled planning, mid year check in and years end performance review

Plan

The performance planning conversation between employees and managers is central to developing the relationship that will facilitate the entire performance management process. Performance planning produces:

  • Agreed-upon expectations and goals for the employee’s performance;
  • An understanding of what the employee will need with regard to resources, materials and information in order to be successful;
  • Opportunities for development through experiences, exposure and education; and
  • An understanding of what the employee needs from the manager with regard to feedback, coaching and support.
graphic showing how learning should be distributed - 70% through on-the-job experience, 20% informal and 10% formal

Develop

The Ohio State University supports a culture of learning. Individuals are encouraged to seek opportunities and partner with their managers to assess development needs, set goals and create development plans. On-the-job experiences and exposure to different people and learning opportunities should be considered as a part of each plan. Growth and development efforts are most effective with ongoing dialogue and collaboration between the individual and the manager.

Shot of two businessmen having a meeting in an office

Review

The performance review conversation is an opportunity for an employee to ask, “How did I do?”  Performance reviews are summative two-way conversations which focus on an individual’s performance.  Performance reviews focus on areas of excellence, goals and development needs.  During the performance review conversation there should be no surprises because managers and staff members have had regular conversations regarding performance throughout the year.