Establish performance standards: For managers to be effective and help employees develop skills and abilities, it is essential to begin the performance management process on the employee's first day. Create a file for each employee and record achievements, areas for improvement and regular feedback throughout the year. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay Communication standards by providing regular feedback: “The performance management process begins with employee scheduling and ends with an evaluation of employee progress. Managers and employees should meet to discuss the schedule and goals throughout the year. If possible, it is optimal to formally meet with your supervisor or manager on a quarterly basis. Always document any feedback given to employees, even if it is just to say “great job.” Performance measurement: Throughout the year, an employee can hire behaviors that warrant disciplinary action. The organization's procedure for addressing discipline should include the requirement to document any disciplinary action taken. All disciplinary issues and improvements are considered at the annual performance review meeting effective with the standards: this is to avoid overestimation or a low score in the evaluation process and to avoid errors of favoritism and prejudice. Discuss the evaluation by conducting a meeting: As the time approaches to schedule the evaluation meeting, begin preparing the performance evaluation document. Performance is evaluated in areas such as job competence, interpersonal relationships, communication skills and attitude. Some employers consider employee self-evaluation. In these cases, the employee should prepare his comments on his performance during the last year. Both the manager and the employee should feel comfortable during the appraisal meeting. Tension will make the meeting agenda much more difficult and uncomfortable than it needs to be. Taking the right action: After the performance review meeting, there will likely be follow-up issues such as discussing areas for improvement, setting goals for the next year, and confirmation of the employee's salary or pay increase. Additionally, the manager and employee can schedule another time to discuss unresolvable issues that arise during the performance review meeting. Management by Objectives: or MBO, is another step in the performance appraisal process used for some employees who have defined objectives and steps to achieve each objective. These MBOs really should be reviewed quarterly to monitor progress or refocus if neither sees sufficient progress. MBOs are also particularly useful for employees who are pursuing a professional career within an organization. Definition of Terms Productivity: can be defined as "quality or volume of major products or services provided by an organization". In short, productivity is what comes from production. Managers of every organization have the responsibility to motivate their employees to achieve organizational goals. Performance: According to Brumbach (1988, cited in Armstrong, 2000) performances can be actions as well as their consequences. Behaviors Behaviors originate from an artist and convert the performance from a concept to an act. Not just tools to obtain.