As described in the summary, performance management has a dual role:
1. Feedback on past performance, and achievement of agreed upon goals and measurable performance targets. The appraisal meeting is the conversation between the manager and the employee, with no surprises. Ongoing feedback throughout the time period keeps the focus on learning and improvement.
2. Developmental, how can the company improve the performance of the employee? Future performance relates to career management and retention strategies. 360 degree feedback is a useful starting point for the development conversation; the data is the impetus for the development conversation, providing the manager and the employee with valuable source of feedback from peers, subordinates, customers/clients, and suppliers. For the professional employee, the 360 degree feedback is critical for development and retention.
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