At this point in our example, the Performance Plan has been developed. Information in this section is generic to performance management, that is, the information generally applies to any performance management effort, e.g., organization, process, subsystem or employee. As review about key terms in performance management, key terms are bolded and italicized below. The operator's supervisor would observe the number of high-quality prints, including staying in contact with the Director of the Catalog Department. Exchange ongoing feedback about performance Feedback is information relevant to how well results are being achieved.
Useful feedback is timely, feasible and understood.
Ideally, feedback address key activities to improve or reinforce performance. Usually, the larger the number of sources giving feedback, the more accurate is the depiction of events. In our example, the employee, supervisor and Director of the Catalog Department should continue to share impressions of how well results are being achieved. Any ideas to improve or support performance should be implemented as appropriate. This ongoing feedback is often one of the most important aspects of performance management.