Performance Management

City of Madison supervisors are expected to support and enhance our service delivery by effectively managing employee work performance. Using methods that incorporate principles of Trauma Informed Supervision supports an optimal employee mindset. Those principles include safety, trustworthiness, choice, collaboration, and empowerment.

Managing employee performance requires supervisors to set clear expectations, monitor and support performance, recognize great work, and respond to poor performance when necessary. Performance management is not an ongoing process with proactive communication and coaching.

Discuss Expectations and Set Goals

Setting expectations and goals is part of a new employee’s onboarding process. This includes developing and communicating position-specific expectations, and working with employees to set job-related and professional goals.

Read detailed information about setting goals and expectations.

Monitor and Support

Once expectations and goals are set, supervisors should support their employees in achieving them. This includes:

Making sure employees have the tools, training, and information they need to succeed.
Tracking progress toward goals
Checking in with employees regularly in 1-on-1 and team meetings.
Following the Employee Check-in Process
Sharing opportunities that align with an employee’s professional goals
Updating the employee of any events or changes that affect their work

Sometimes, goals and expectations may need adjusting. Supervisors should document these changes.

Recognize and Respond

Supervisors should give feedback on an ongoing basis. This includes recognizing and appreciating employees, and pausing to celebrate when goals or milestones are reached. Supervisors must also be proactive when an employee is not meeting expectations and take corrective action if needed.

Read detailed information about recognizing and responding to employee performance.