Evaluating the 3 Ps of Employee Performance Management


Effective employee performance management is an essential aspect of running a successful business. It involves setting clear expectations for employees, providing regular feedback, and creating a plan for improving performance.

The three Ps of employee performance management are purpose, people, and process.

In this blog, we look at the 3 Ps of employee performance management.

#1: Purpose

Performance management aims to improve the performance of individual employees and the organization as a whole. The process should align with the business’s overall goals and focus on improving productivity, quality, and customer satisfaction. It’s important to ensure that the performance management process is clearly communicated to all employees, so they understand their purpose and role. This communication also boosts employee morale, productivity, and satisfaction.

The purpose of employee performance management should be directly linked to the organization’s overall goals. For example, if the business aims to increase customer satisfaction, the performance management process should focus on improving customer service skills. Similarly, if the goal is to improve product quality, the process should focus on quality controls, identifying areas for improvement and providing feedback to employees.

#2: People

The people involved in the performance management process include managers, supervisors, and employees. Having skilled and trained managers who can effectively manage employee performance is essential. Managers should be able to provide constructive feedback and create a plan for improving performance.

Employees also play a crucial role in the performance management process. They need to be open to feedback, willing to learn and improve, and be actively engaged in the process. Around 75% of employees find feedback valuable and believe it helps them improve. With that said, it’s equally important for organizations to provide employees with the resources and support they need to improve their performance.

It’s always important to share clear-cut steps to improve performance when highlighting areas of weakness.

#3: Process

To maximize effectiveness, the employee performance management process should be consistent, objective, and measurable.
It should include clear expectations and goals, regular feedback, and opportunities for development and improvement. The process should be tailored to the needs of individual employees and should take into account their strengths and weaknesses.

The performance management process should be aligned with the organization’s overall goals. It should be integrated with other HR processes such as recruitment, training, and career development. The process should be reviewed regularly to ensure it meets the organization’s needs and effectively improves performance.

Done correctly, incorporating this process should result not only in improved overall performance,  but a happier,  more satisfied workforce that feels that they are supported in aiming for excellence.

Employee performance management comes after, but before that, the need to focus on finding the right employees for your team, and International Search Consultants team of experienced recruiters can help!

Since 1999, ISC has provided exceptionally qualified candidates for our clients across the US.

Call ISC today to speak with experienced executive recruiting professionals who will help strategize on your next critical fill hiring need.

Ann Zaslow-Rethaber is President of International Search Consultants. You can reach Ann directly at 888-866-7276 or email her at .

Michele Banza-Conner is a lead recruiter within ISC.  You can reach Michele directly at  877-598-0830 or via email at .