{"id":48247,"date":"2025-11-13T14:38:08","date_gmt":"2025-11-13T14:38:08","guid":{"rendered":"https:\/\/mondaysimon.com\/?p=48247"},"modified":"2026-01-31T12:13:27","modified_gmt":"2026-01-31T12:13:27","slug":"performance-management","status":"publish","type":"post","link":"https:\/\/mondaysimon.com\/th\/performance-management\/","title":{"rendered":"What Is Performance Management? A Practical Guide for Managers"},"content":{"rendered":"\n<div class=\"gb-element-86b1f60c\">\n<h3 class=\"gb-text-1236499f\"><span class=\"gb-shape\"><svg aria-hidden=\"true\" role=\"img\" height=\"1em\" width=\"1em\" viewBox=\"0 0 576 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path fill=\"currentColor\" d=\"M259.3 17.8L194 150.2 47.9 171.5c-26.2 3.8-36.7 36.1-17.7 54.6l105.7 103-25 145.5c-4.5 26.3 23.2 46 46.4 33.7L288 439.6l130.7 68.7c23.2 12.2 50.9-7.4 46.4-33.7l-25-145.5 105.7-103c19-18.5 8.5-50.8-17.7-54.6L382 150.2 316.7 17.8c-11.7-23.6-45.6-23.9-57.4 0z\"><\/path><\/svg><\/span><span class=\"gb-text\">Key takeaways <\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list monday-list\">\n<li><strong>Kill the Annual Review Mindset:<\/strong> Stop treating performance management as a once-a-year form-filling chore. It\u2019s a continuous, day-to-day &#8220;maintenance schedule&#8221; for your team. Frequent, small course-corrections save you from massive, time-consuming interventions later and provide the hard evidence you need to advocate for your high performers.<\/li>\n\n\n\n<li><strong>Clarify &#8220;Winning&#8221; with SMART Goals:<\/strong> You can&#8217;t hold someone accountable for a goal they don&#8217;t understand. Work with your team to set objectives that are Specific, Measurable, and Time-bound. This turns subjective performance into an objective &#8220;yes or no&#8221; check, ensuring every individual\u2019s effort is actually moving the needle on your department&#8217;s results.<\/li>\n\n\n\n<li><strong>Master the Feedback Loop:<\/strong> Use <strong>FIAC<\/strong> for immediate performance corrections and the <strong>GROW model<\/strong> for long-term development. Effective feedback is specific and timely. Don&#8217;t just say &#8220;good job&#8221;; tell them exactly what worked and link it to the business outcome. This keeps your high performers engaged and your low performers on a clear path to improvement.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table of Contents<\/h2><nav><ul><li><a href=\"#when-to-fire-up-your-daily-system\">Performance Management is Your Management Compass<\/a><\/li><li><a href=\"#the-performance-management-process\">The Performance Management Process<\/a><\/li><li><a href=\"#d\">Download Employee Goal Setting Template<\/a><\/li><li><a href=\"#why-real-performance-management-is-your-secret-weapon\">Why Performance Management is an Absolute Must Have for Every Manager\u00a0<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<p>The performance management process is part of Monday Simon <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/\" data-type=\"page\" data-id=\"48803\">Manager Development Program<\/a>:<br>\ud83d\udc49 Module 5: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/performance-management\/\" data-type=\"page\" data-id=\"47270\">Performance management for managers<\/a><\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"751\" height=\"454\" src=\"http:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-4.png\" alt=\"Manager discussing performance management results with an employee, reviewing progress and performance indicators\" class=\"wp-image-48248\" style=\"width:1174px;height:auto\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-4.png 751w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-4-300x181.png 300w\" sizes=\"auto, (max-width: 751px) 100vw, 751px\" \/><\/figure>\n\n\n\n<p>Performance management is often misunderstood.<br>This article explains what performance management really is, how it works in practice, and why it fails when treated as a once-a-year HR exercise instead of a daily management discipline. Performance Management is not an annual form-filling exercise. It&#8217;s the continuous, day-to-day conversation you have with your team to clarify expectations, track progress, and immediately course-correct.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"when-to-fire-up-your-daily-system\">Performance Management is Your Management Compass<\/h2>\n\n\n\n<div>\n<p>Stop waiting for the mandated Q4 review cycle to think about performance. You should be applying these principles continuously, but particularly when:<\/p>\n<\/div>\n\n\n\n<ul class=\"wp-block-list\">\n<li>You inherit a new team and need to quickly reset standards and accountability across the board.<\/li>\n\n\n\n<li>A critical project is stalling, and you need to immediately identify and resolve the behavioral or skill roadblock.<\/li>\n\n\n\n<li>You are preparing to advocate for raises or promotions and need hard, documented evidence to support your <a href=\"https:\/\/mondaysimon.com\/th\/high-performers\/\" data-type=\"post\" data-id=\"48254\">high performers<\/a>.<\/li>\n<\/ul>\n\n\n\n<p>Your performance management evaluation will define your team&#8217;s bonus, incentives, salary increase, as well as future career paths. Consider it as THE most impactful HR process a manager should know. Every company has its own performance management process and guidelines, but here is the general outlook.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-performance-management-process\"><strong>The Performance Management Process<\/strong><\/h2>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Setting Clear Objectives<br>The first step in the performance management process is setting clear and achievable objectives. Managers should work with their employees to establish goals that are Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). These objectives should align with the broader goals of the organization. This will lead you to the <a href=\"https:\/\/mondaysimon.com\/smart-goals\/\" data-type=\"post\" data-id=\"48154\">SMART goals<\/a>&nbsp;page<br><br>Example: <br>\u2022 Objective: Increase sales by 10% in the next quarter.<br>\u2022 Specific: Target the sales increase in the Northeast region.<br>\u2022 Measurable: Use sales data to track progress.<br>\u2022 Achievable: Based on past performance, a 10% increase is realistic.<br>\u2022 Relevant: Aligns with the company\u2019s goal of expanding market share.<br><br><\/li>\n\n\n\n<li>Ongoing Monitoring and Feedback<br>Once objectives are set, managers need to monitor employee performance continuously. This involves regular check-ins and providing constructive feedback. Feedback should be specific, timely, and focused on both strengths and areas for improvement.<br><br>Tips for Effective Feedback:<br>\u2022 Be Specific: Instead of saying &#8220;good job,&#8221; say &#8220;I noticed you handled that client call exceptionally well by addressing their concerns directly.&#8221;<br>\u2022 Timeliness: Provide feedback as close to the event as possible.<br>\u2022 Balance: Highlight both what the employee did well and what they can improve.<br><br><span style=\"text-decoration: underline;\">I recommend you use :&nbsp;<\/span><br>\u2022 <a href=\"https:\/\/mondaysimon.com\/fiac-feedback\/\" data-type=\"post\" data-id=\"48199\">FIAC feedback<\/a> for performance<br>\u2022 <a href=\"https:\/\/mondaysimon.com\/grow-coaching-model\/\" data-type=\"post\" data-id=\"48238\">GROW model<\/a> for development<br><br><\/li>\n\n\n\n<li>Performance Appraisals<br>Performance appraisals are formal reviews that take place at regular intervals, typically annually or semi-annually. During these reviews, managers evaluate the employee&#8217;s performance against the set objectives. It&#8217;s an opportunity to discuss achievements, areas for development, and set new goals.<br><br>Key Elements of a Performance Appraisal:<br>\u2022 Review of Objectives: Assess whether the employee met, exceeded, or fell short of the set goals.<br>\u2022 Development Plan: Identify training or development opportunities to help the employee grow.<br>\u2022 Future Goals: Set new objectives for the upcoming period.<br><br><\/li>\n\n\n\n<li>Development and Training<br>Based on the performance appraisal, managers should create a development plan tailored to the employee&#8217;s needs. This may include training programs, mentoring, or additional responsibilities to help the employee advance their skills and career.<br><br>Examples of Development Opportunities:<br>\u2022 Training Workshops: Enroll the employee in a workshop on advanced sales techniques.<br>\u2022 Mentoring: Pair the employee with a senior colleague for guidance.<br>\u2022 Job Rotation: Allow the employee to work in different departments to gain broader experience.<br><br>The output: A clear individual development plan for your team. Learn more about Individual Development Plans (IDPs).&nbsp;Use this <a href=\"https:\/\/chatgpt.com\/g\/g-685fd87e4c5481918968c150807cd67f-simon-hr-guide-1-1-prep-coach-for-managers\" target=\"_blank\" rel=\"noopener\">tool<\/a> for a development plan.<br><br><\/li>\n\n\n\n<li>Recognition and Rewards<br>Recognizing and rewarding employees for their achievements is a crucial part of the performance management process. This not only motivates employees but also reinforces the behaviors and outcomes that the organization values.<br><br><\/li>\n\n\n\n<li>Continuous Improvement<br>The performance management process should be a cycle of continuous improvement. Managers should regularly review and refine the process to ensure it remains effective and aligned with organizational goals. This may involve soliciting feedback from employees, updating objectives, and incorporating new best practices.<br><br>Steps for Continuous Improvement:<br>\u2022 Employee Feedback: Regularly ask employees for their input on the performance management process.<br>\u2022 Review and Adjust: Analyze the effectiveness of the current process and make necessary adjustments.<br>\u2022 Stay Updated: Keep abreast of new trends and best practices in performance management.<\/li>\n<\/ol>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"d\">Download Employee Goal Setting Template<\/h2>\n\n\n\n<p>Performance management starts with employee goal setting. Download my template to build KPIs and set competency objectives.<\/p>\n\n\n<style id=\"wpforms-css-vars-48966-block-d78bf672-a94c-4db2-836c-6b085d7bf370\">\n\t\t\t\t#wpforms-48966.wpforms-block-d78bf672-a94c-4db2-836c-6b085d7bf370 {\n\t\t\t\t--wpforms-field-size-input-height: 43px;\n--wpforms-field-size-input-spacing: 15px;\n--wpforms-field-size-font-size: 16px;\n--wpforms-field-size-line-height: 19px;\n--wpforms-field-size-padding-h: 14px;\n--wpforms-field-size-checkbox-size: 16px;\n--wpforms-field-size-sublabel-spacing: 5px;\n--wpforms-field-size-icon-size: 1;\n--wpforms-label-size-font-size: 16px;\n--wpforms-label-size-line-height: 19px;\n--wpforms-label-size-sublabel-font-size: 14px;\n--wpforms-label-size-sublabel-line-height: 17px;\n--wpforms-button-size-font-size: 17px;\n--wpforms-button-size-height: 41px;\n--wpforms-button-size-padding-h: 15px;\n--wpforms-button-size-margin-top: 10px;\n\t\t\t}\n\t\t\t<\/style><div class=\"wpforms-container wpforms-container-full wpforms-block wpforms-block-d78bf672-a94c-4db2-836c-6b085d7bf370 wpforms-render-modern\" id=\"wpforms-48966\"><form id=\"wpforms-form-48966\" class=\"wpforms-validate wpforms-form wpforms-ajax-form\" data-formid=\"48966\" method=\"post\" enctype=\"multipart\/form-data\" action=\"\/th\/wp-json\/wp\/v2\/posts\/48247\" data-token=\"f96db276f24b37e77b9315723143cbf6\" data-token-time=\"1776409088\"><noscript class=\"wpforms-error-noscript\">Please enable JavaScript in your browser to complete this form.<\/noscript><div id=\"wpforms-error-noscript\" style=\"display: none;\">Please enable JavaScript in your browser to complete this form.<\/div><div class=\"wpforms-field-container\"><div id=\"wpforms-48966-field_1-container\" class=\"wpforms-field wpforms-field-name\" data-field-id=\"1\"><fieldset><legend class=\"wpforms-field-label\">Name <span class=\"wpforms-required-label\" aria-hidden=\"true\">*<\/span><\/legend><div class=\"wpforms-field-row wpforms-field-medium\"><div class=\"wpforms-field-row-block wpforms-first wpforms-one-half\"><input type=\"text\" id=\"wpforms-48966-field_1\" class=\"wpforms-field-name-first wpforms-field-required\" name=\"wpforms[fields][1][first]\" aria-errormessage=\"wpforms-48966-field_1-error\" required><label for=\"wpforms-48966-field_1\" class=\"wpforms-field-sublabel after\">First<\/label><\/div><div class=\"wpforms-field-row-block wpforms-one-half\"><input type=\"text\" id=\"wpforms-48966-field_1-last\" class=\"wpforms-field-name-last wpforms-field-required\" name=\"wpforms[fields][1][last]\" aria-errormessage=\"wpforms-48966-field_1-last-error\" required><label for=\"wpforms-48966-field_1-last\" class=\"wpforms-field-sublabel after\">Last<\/label><\/div><\/div><\/fieldset><\/div><div id=\"wpforms-48966-field_3-container\" class=\"wpforms-field wpforms-field-text\" data-field-id=\"3\"><label class=\"wpforms-field-label\" for=\"wpforms-48966-field_3\">Job title <span class=\"wpforms-required-label\" aria-hidden=\"true\">*<\/span><\/label><input type=\"text\" id=\"wpforms-48966-field_3\" class=\"wpforms-field-medium wpforms-field-required\" name=\"wpforms[fields][3]\" aria-errormessage=\"wpforms-48966-field_3-error\" required><\/div>\t\t<div id=\"wpforms-48966-field_4-container\"\n\t\t\tclass=\"wpforms-field wpforms-field-text\"\n\t\t\tdata-field-type=\"text\"\n\t\t\tdata-field-id=\"4\"\n\t\t\t>\n\t\t\t<label class=\"wpforms-field-label\" for=\"wpforms-48966-field_4\" >title Name Job<\/label>\n\t\t\t<input type=\"text\" id=\"wpforms-48966-field_4\" class=\"wpforms-field-medium\" name=\"wpforms[fields][4]\" >\n\t\t<\/div>\n\t\t<div id=\"wpforms-48966-field_2-container\" class=\"wpforms-field wpforms-field-email\" data-field-id=\"2\"><label class=\"wpforms-field-label\" for=\"wpforms-48966-field_2\">Email <span class=\"wpforms-required-label\" aria-hidden=\"true\">*<\/span><\/label><input type=\"email\" id=\"wpforms-48966-field_2\" class=\"wpforms-field-medium wpforms-field-required\" name=\"wpforms[fields][2]\" spellcheck=\"false\" aria-errormessage=\"wpforms-48966-field_2-error\" required><\/div><script>\n\t\t\t\t( function() {\n\t\t\t\t\tconst style = document.createElement( 'style' );\n\t\t\t\t\tstyle.appendChild( document.createTextNode( '#wpforms-48966-field_4-container { position: absolute !important; overflow: hidden !important; display: inline !important; height: 1px !important; width: 1px !important; z-index: -1000 !important; padding: 0 !important; } #wpforms-48966-field_4-container input { visibility: hidden; } #wpforms-conversational-form-page #wpforms-48966-field_4-container label { counter-increment: none; }' ) );\n\t\t\t\t\tdocument.head.appendChild( style );\n\t\t\t\t\tdocument.currentScript?.remove();\n\t\t\t\t} )();\n\t\t\t<\/script><\/div><!-- .wpforms-field-container --><div class=\"wpforms-submit-container\" ><input type=\"hidden\" name=\"wpforms[id]\" value=\"48966\"><input type=\"hidden\" name=\"page_title\" value=\"\"><input type=\"hidden\" name=\"page_url\" value=\"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts\/48247\"><input type=\"hidden\" name=\"url_referer\" value=\"\"><button type=\"submit\" name=\"wpforms[submit]\" id=\"wpforms-submit-48966\" class=\"wpforms-submit\" data-alt-text=\"Sending...\" data-submit-text=\"Submit\" aria-live=\"assertive\" value=\"wpforms-submit\">Submit<\/button><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/mondaysimon.com\/wp-content\/plugins\/wpforms-lite\/assets\/images\/submit-spin.svg\" class=\"wpforms-submit-spinner\" style=\"display: none;\" width=\"26\" height=\"26\" alt=\"Loading\"><\/div><\/form><\/div>  <!-- .wpforms-container -->\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"why-real-performance-management-is-your-secret-weapon\"><strong>Why Performance Management is an Absolute Must Have for Every Manager&nbsp;<\/strong><\/h2>\n\n\n\n<p>Performance management is not \u201cjust\u201d about accountability. It\u2019s about making your job easier and protecting your key resources.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Saves Time (Your Time): Stop fighting fires. Small and frequent course corrections take less time than massive interventions.<\/li>\n\n\n\n<li>Reduces Attrition: High performers crave clarity and dislike carrying colleagues. A clear Performance Management system rewards excellence and resolves dragging performance quickly, boosting morale.<\/li>\n\n\n\n<li>Drives Business Results: When every role has 2-3 objective Traction Metrics aligned with business goals, the team stops working in isolation and focuses on what truly delivers value.<\/li>\n<\/ul>\n\n\n\n<p>If you need templates for those metrics and structured check-ins, grab them from the <a href=\"https:\/\/mondaysimon.com\/manager-tools\/\">Manager tools<\/a> page.<\/p>\n\n\n\n<a class=\"gb-element-f9cd74ce\" href=\"https:\/\/mondaysimon.com\/manager-development\/resources\/performance-management\/\">\n<h6 class=\"gb-text-8a6aa7b2\"><span class=\"gb-shape\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" fill=\"none\" viewBox=\"0 0 15 15\" height=\"15\" width=\"15\"><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><\/svg><\/span><span class=\"gb-text\"><strong>MORE MANAGER DEVELOPMENT RESOURCES<\/strong><\/span><\/h6>\n\n\n\n<p class=\"has-accent-3-color has-text-color has-link-color wp-elements-108b34a8fcedaa96cddb32f76b5eef54\" style=\"font-size:18px\">This article is part of our performance management resources.<\/p>\n<\/a>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"gbp-section gb-element-6f94d2a3\">\n<div class=\"gbp-section__inner gb-element-411aba00\">\n<div class=\"gb-element-c49e672e\">\n<h2 class=\"gb-text\">Stay sharp for Monday<\/h2>\n\n\n\n<p class=\"gb-text gbp-section__text--lg\">Practical resources to help managers lead smarter, faster, and with confidence.<\/p>\n<\/div>\n\n\n\n<div><div class=\"gb-looper-f0393b22\">\n<div class=\"gb-loop-item post-48238 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Manager explaining the GROW model during a coaching session with goals, progress, and feedback\" data-media-id=\"48281\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_46_16-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_46_16-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_46_16-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_46_16-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">How the GROW Coaching Model helps to Build Stronger Teams<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/grow-coaching-model\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48199 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"768\" alt=\"Manager giving structured FIAC feedback to an employee during a performance discussion\" data-media-id=\"48215\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_34_01-PM-768x768.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_34_01-PM-768x768.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_34_01-PM-300x300.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_34_01-PM-150x150.jpg 150w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-01_34_01-PM.jpg 1024w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">How the FIAC Feedback Model Fixes Employee Performance<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/fiac-feedback\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48154 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"SMART Goals framework for managers \u2013 how to set specific, measurable, achievable, relevant, and time-bound objectives\" data-media-id=\"48206\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_21_14-AM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_21_14-AM-768x512.jpg 768w, 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