contoh assignment performance management

Performance Management

Ivan Andreev

Demand Generation & Capture Strategist, Valamis

March 14, 2022 · updated April 2, 2024

17 minute read

Increasingly, organizations are understanding that their management systems must be brought into the 21st century if they are going to be competitive in the current market.

Research shows that previous systems, such as yearly appraisals, are outdated and can even serve to decrease employee engagement and motivation. In light of this, more companies are turning to performance management than ever before.

This dynamic and strategic approach to developing improved performance in employees is gaining ground in companies large and small, including many Fortune 500 and industry-leading organizations.

What is performance management?

The importance of performance management, the purpose and goals of performance management, the benefits of performance management, 15 employee performance management best practices, 5 real-world examples of performance management, what is the difference between performance management and performance appraisals.

Performance management is a strategic approach to creating and sustaining improved performance in employees, leading to an increase in the effectiveness of companies.

By focusing on the development of employees and the alignment of company goals with team and individual goals, managers can create a work environment that enables both employees and companies to thrive.

Based on the definition of performance management, a system is built within an organization to measure and improve the performance of the people in that organization.

In practice, performance management means that management is consistently working to develop their employees, establish clear goals, and offer consistent feedback throughout the year.

In contrast to other systems of reviewing employee performance, such as yearly performance appraisals , employee performance management is a much more dynamic and involved process with better outcomes.

For the Human Resources department, performance management is an important system for onboarding , developing and retaining employees, as well as reviewing their performance.

It is increasingly understood that a yearly performance appraisal system does not effectively engage employees, fails to consistently set and meet company objectives, and does not result in a strong understanding of employee performance.

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Why is performance management important?

In any organization, no matter the size, it is important to understand what your employees are doing, how they are doing it, and why they are doing it.

Without a system in place to define roles, understand individual strengths and weaknesses, provide constructive feedback , trigger interventions and reward positive behavior, it is much more difficult for managers to effectively lead their employees.

Smart organizations pair their performance management with an incentive management process. The two systems have a lot in common, from defining roles and setting goals to reviewing and rewarding employee behavior, and as such, do very well when run simultaneously. Using incentive management also means that the all-important ‘reward’ step of performance management is done properly.

Talent management is an important part of every organization. Three of the main problems that organizations face are:

• keeping employees engaged
• retaining talent
• developing leaders from within

These are the issues that performance management very effectively targets.

1. Keeping employees engaged

Engagement of employees is a focus of any management team. In a yearly appraisal system, goals would be given at the beginning of the year and then revisited 12 months later to see if they had been met. This long stretch of time without feedback or check-in is an almost certain engagement killer.

In fact, 94% of employees would prefer their manager gives them feedback and development opportunities in real-time, and 81% would prefer at least quarterly check-ins with their manager, according to the Growth Divide Study .

Studies show that employees do best with feedback on a monthly or quarterly basis, with regular check-ins serving as a zone to problem solve, adjust goals as necessary, and to refresh their focus on the goal. In fact, companies where employees meet to review goals quarterly or more frequently are almost 50% more likely to have above-average financial performance.

When surveyed, employees had some negative feelings about a yearly appraisal system:

• 62% of employees feel that their performance review was incomplete
• 48% did not feel comfortable raising issues with their manager in between performance reviews
• 61% feel that the process is outdated
• 74% feel that they would be more effective with more frequent feedback
• 68% of executives don’t learn about employee concerns until the performance review

All of this adds up to a lot of missed opportunities to solve problems and increase employee performance and engagement.

As employee engagement rises, nine key performance indicators show successful outcomes. Absenteeism, turnover, shrinkage, safety incidents, patient safety incidents and defects in quality are lessened by at least 25%, and often more, across the board. Customer experience, productivity and profitability all show positive outcomes.

This study, by Gallup , was conducted across a broad range of industries, showing that employee engagement is a critical factor, no matter the industry.

2. Retaining talent

Employees who have frequent meetings with management to discuss performance, solve problems and receive training are more likely to stay with the company.

If employees see that their management team is putting in the work to develop them professionally, help them succeed with their goals, and reward performance on a consistent basis, then they are more incentivized to both stay with the company and work harder.

3. Developing leaders from within

This consistent development and partnership between managers and employees allow for the development of leaders from within the company.

Recruiting costs can be extremely high, as are costs for onboarding and training new employees. To be able to groom leaders from within the company means that there is already a proven culture fit with this individual and that training costs and resources spent developing this person into an asset are not lost.

This leadership path also serves as a motivating force for employees, who can see that their hard work will be rewarded with promotions and other benefits.

Performance management also creates a need for management to consistently focus on company objectives and goals, and to consider how best to achieve them. This continual revisiting of goals means that they are more likely to stay relevant, as goals will be adjusted in light of new technology, changes in the market, or other factors throughout the year.

According to Forbes , ‘companies that set performance goals quarterly generate 31% greater returns from their performance process than those who do it annually, and those who do it monthly get even better results.’

The purpose of performance management is to give both managers and employees a clear and consistent system within which to work that, in turn, will lead to increased productivity.

• This system shows employees the pathway to success, allows for the measuring of performance coupled with feedback and offers training and development opportunities.
• Performance management allows management to understand what their employees are doing and track progress on company objectives while providing consistent feedback.

There are five main objectives of performance management:

• Develop clear role definitions, expectations and goals
• Increase employee engagement
• Develop managerial leadership and coaching skills
• Boost productivity through improved performance
• Develop a performance reward program that incentivizes accomplishment

These performance management goals show a clear path from the developing of goals to the rewarding of increased accomplishment. If one of these performance management objectives is not done well, then the others will suffer as a result.

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Performance management has a multitude of benefits for employees and managers, as well as for the company as a whole. If a company can successfully create an environment of engagement where customers are equally engaged by employees on the front line, their outcome is even better.

When organizations successfully engage their customers and their employees, they experience a 240% boost in performance-related business outcomes compared with an organization with neither engaged employees nor engaged customers. – Gallup

• Having well-defined roles and performance standards makes hiring an easier process, as candidates know what is expected of them, and HR can more easily understand if a candidate is a right fit for the role.
• Those well-defined roles and standards make training easier, as trainers know exactly which areas need to be covered, and which information is nonessential.
• Consistent developing and revisiting of goals ensure that the organization keeps up with changing market forces easily, and reacts quickly as a whole, regardless of the size of the organization.
• Clear expectations and roles set employees up for achieving goals from the start, providing a springboard to success.
• Employees who feel that their company is invested in their success stay with their companies, increasing employee retention.
• Consistent feedback and coaching from managers lead directly to increased engagement from employees while developing the ability to provide good coaching and feedback leads to more skilled managers.
• As employees become more skilled, they can move up through the company, creating a leadership pipeline.
• Productivity will increase thanks to increased engagement, clear goals and upskilling of employees.
• Employees remain incentivized to perform long-term, as they are properly rewarded for their hard work.

While performance management can sound deceptively simple, with just four steps as outlined above, the process itself is very complicated. That’s why we have put together this list of best practices for performance management.

Think of it like the essentials of performance management – these will help make sure that your employee performance management system is performing the way it should.

1. Identify the goals of your performance management initiatives

As you are creating your performance management program, you need to understand what you want to accomplish.

Asking the following questions can help you:

• Is increased productivity a priority?
• Does your organization want to identify leaders from within and develop them?
• Do you want to streamline the compensation process?
• Are you seeking to improve employee retention or engagement?

If you know what you want your program to do, it will be easier to build it to accomplish that goal.

2. Define and describe each role

We mentioned this above, but it bears repeating. It is much harder for an employee to be successful if they don’t know exactly what is expected from them, how they should do it, and what the end result should look like.

3. Pair goals with a performance plan

As you set goals, develop a performance plan to go alongside. Year-long goals often fail, as they are too large and employees can get overwhelmed before they start. A performance plan helps them visualize their path, making it much more likely that they will meet their goal.

4. Monitor progress towards performance targets

Review key areas of performance. Use metrics and analytics to your advantage, tracking how goals are progressing to make sure that interventions can happen early, if necessary.

5. Coaching should be frequent

The point of coaching is to help identify and solve problems before they get too big. If it’s not frequent, it’s not going to help at all. Monthly or quarterly meetings should be held to help keep employees on the right track.

6. Use guidelines to your advantage

Guidelines should be created for each role as part of the first stage of the performance management cycle. These policies or guidelines should stipulate specific areas for, or limits on, opportunity, search and experimentation. Employees do their jobs better when they have solid guidelines to follow.

7. Build a performance-aligned culture

Make sure your workplace has shared values and cultural alignment. A sense of shared values, beliefs and expectations among employees creates a more harmonious and pleasant workplace. Employees should be committed to the values and objectives outlined, and exemplified by, top management.

8. Organize cross-functional workshops

This helps employees – and managers – understand what other departments do, how they think and what their strengths and weaknesses are. They can discover something new and find new connections, which can help them in future work.

9. Management should offer actionable feedback

During these coaching meetings, tensions can arise if the feedback is not given in a constructive, actionable manner. It is not very important to look backward and point fingers, rather management should guide employees towards future success.

10. Keep it professional, not personal

Giving less-than-stellar feedback is hard on both managers and employees, it’s one of the reasons that performance appraisals tend to be a least-liked task. Managers should make sure to keep feedback professional and remember to focus on behavior, rather than characteristics.

For example, pointing out that David regularly turned in important reports late is feedback about a behavior. Saying that David is lazy, and that’s why the reports were often late is feedback about a characteristic. One of these can help an employee own their role in a project’s success (or lack thereof) and the other will make them defensive instantly.

11. It’s not only employees that need training

Management should be trained too. Coaching and offering good feedback are not easy jobs, which is why there are so many specialist coaches out there. For managers to be able to lead well, they should be trained in these skill sets.

12. Take advantage of multiple-source feedback

Ask employees to write feedback for each other. This will give management a more holistic view on employee performance, understand the challenges that teams are facing, and be able to better offer feedback.

13. Don’t depend only on reviews

While the review process is important, it is only one part of the system as a whole. Planning, coaching, and rewarding employees are equally key parts of the system.

14. Problems are not always employee-based

It can be easy to assume that problems are always caused by employees, but that simply is not the case. Problems can arise from external factors such as availability of supplies, internal processes that are causing issues, or organizational policies. Seek out the source of problems as precisely as you can in order to fix them.

15. Recognize and reward performance publicly and frequently

Management cannot expect employees to stay motivated if they are never rewarded, yet many companies overlook this key step. Make sure that employees are compensated and recognized for their hard work, and they will continue delivering for your organization.

Of course, it’s one thing to understand the theory of what performance management is, but it’s another thing to use it in a real company. Let’s take a look at some real-world examples of the performance management process in action:

It’s no surprise that Google would show up on a list of companies that use a newer, innovative system of management. This company has always been a trendsetter, and their performance management process is one that relies on data and analysis, as well as making sure that their managers are well trained.

When assessing their performance management system, Google launched a project dedicated to assessing their managers, which has led to a thorough training and future development process that sets managers, and thus employees, up for success.

They also use a system of setting goals that have caught on across multiple industries. Using their Objectives and Key Results (OKRs) system, they reframe the goal-setting process, with great results.

Another tech trendsetter, Facebook has a performance management process that puts a heavy emphasis on peer-to-peer feedback. In semi-annual reviews, they are able to use that feedback to see how well teams are performing and understand where collaboration is happening – and where it is not. They also have developed an internal software to provide continuous, real-time feedback. This helps employees solve issues before they become problems.

Cargill is a Minnesota-based food-producer and distributor with over 150,000 employees and serves to demonstrate that even huge companies can ditch unwieldy performance appraisals and institute a new system. In following the latest research on the dissatisfaction of management with outdated performance management process, Cargill created their ‘Everyday Performance Management’ system. The system is designed to be continuous, centered around a positive employee-manager relationship, with daily activity and feedback being incorporated into conversations that solve problems rather than rehash past actions.

The Everyday Performance Management system had overwhelmingly positive results, with 69% of employees stating that they received feedback that was useful for their professional development, and 70% reporting that they felt valued as a result of the continuous performance discussions with their manager.

Adobe calculated that managers were spending about 80,000 hours a year on performance reviews, only to have employees report that they left those reviews demoralized and turnover was increasing as a result.

Seeing a system that only produced negatives, Adobe’s leadership team made a bold leap into a performance management system that began by training managers how to perform more frequent check-ins and offer actionable guidance, then the company gave managers the leeway they needed to effectively lead.

Management was given much more freedom in how they structured their check-ins and employee review sessions, as well as more discretion in salaries and promotions. Employees are often contacted for ‘pulse surveys’ – a way for the leadership team to make sure that individual managers are leading their teams well. One of the many positive results of this has been a 30% cut involuntary turnover due to a frequent check-in program.

Accenture is a massive company – over 330,000 people, so changing their systems means a huge effort. When they switched to their new system, they got rid of about 90% of the previous process. Now, they are using a more fluid performance management process where employees receive ongoing, timely feedback from management. This has been paired with a renewed focus on immediate employee development and an internal app for communicating feedback.

There are common threads in all of these examples. Each company has built a system that works for them, rather than following a one-size-fits-all approach. What works for one company might not work for another – it depends on the industry, the speed and flexibility of the company, and the overall goal of the system itself.

With similar names and purposes that sometimes align, it is no surprise that some people find it hard to spot the difference between performance management and performance appraisals.

In fact, performance appraisals are often part of the performance management process , although some companies still rely on performance appraisals alone.

An easy way to understand the difference between the two is that performance appraisals are reactive, and performance management is proactive.

A performance appraisal looks at all of the past actions of the employee within a set amount of time , and rates how well they performed in their role and how many goals they met.

Performance management looks at the present and future of the employee, and what can be done to help future performance and meet future goals . Performance management is focused on the development and training of an employee, and how that can benefit both the employee and the company.

A performance appraisal is a formal, operational task, done according to rigid parameters and in a quantitative manner. HR leads performance appraisals, with input from management. Performance management is much more informal and strategic, led by management with input from the employees in a more flexible manner.

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9 Performance Management Examples [+10 Brand Examples]

Table of Contents:

• Pros and cons of some performance management

9 practical examples of performance management for businesses

10 brands and their performance management strategies and examples, pros and cons of performance management.

Employee performance management is practically one of the most crucial business processes. For this reason, you need to figure out what kind of employee performance management will be the most efficient for your company. Mainly, there are two types of employee performance management: qualitative and quantitative employee performance management.

Qualitative employee performance management means that the employee should set a goal clear in his mind and have enough time (normally at least three months) to achieve it. On the other hand, quantitative employee performance management can be done by measuring work progress by measuring indicators such as elapsed time and the number of tasks completed towards an expected output or result. It's also necessary to consider weekly work hours and possible overtime when using this employee performance management example. ‍

Each company owner or manager should consider employee performance management examples depending on business objectives, industry specifics, work culture, available resources, etc. There are some pros and cons which you need to know about employee performance management before making your decision. ‍

Pros of employee performance management: ‍

• Employee engagement
• Higher employee motivation
• Enhanced ability to retain good employees 
• Improved chance of controlling costs
• Increased transparency for managers
• Quick reaction to changes in the market environment 
• More efficient planning and forecasting process when using employee performance management software 

Cons of employee performance management:  ‍

• Employee performance management can't provide 100% accurate results
• Employee performance management has a lot of limitations because employee performance and employee productivity can't be measured and monitored all the time (there can be many unexpected factors that influence employee performance)
• Employee performance management takes a lot of time and effort

Employee performance management examples can vary depending on the business industry, company size and objectives. This is why there are at least nine performance management examples that you can use for your own company: employee performance management by employee group; employee performance management by employee; employee feedback; employee recognition; goal-setting; peer review; 360-degree feedback; coaching; employee performance management software.

• Employee performance management by employee group means that managers are responsible for the employees' performance based on their groups (e.g., executive assistants, customer service representatives, customer support team etc.). ‍
• ‍ Performance management by employee suggests dividing all employees into groups according to skills needed to achieve the company's objectives. For example, employee performance management for marketing and sales department employees should be different from those in the IT sector because business objectives and work culture can be significantly different. ‍
• Employee feedback is a good employee performance management example that helps improve the existing employee performance management process: you should ask your employees what could be done better or differently to increase employee performance. ‍
• Employee recognition is an employee performance management example that focuses on rewarding good employees for their great work . It can be done in many ways: formal employee of the month awards, employee bonuses, employee gifts etc. ‍
• Goal-setting is one of the best employee performance management examples because it's closely related to both employee performance management software and employee performance management by an employee. Goal setting process can be done with the help of modern performance management software or using a manual method. ‍ ‍
• Peer review is employee recognition that shows how co-workers appreciate each other for good employee performance . It's one of the best employee performance management examples because it boosts employee motivation and increases employee engagement. ‍
• 360-degree feedback is an employee performance management example that includes evaluating employee performance with the help of several managers (manager, subordinates, co-workers etc.). 360-degree feedback helps evaluate each employee more accurately since there are several opinions about employee performance. ‍
• Coaching is an employee performance management example that can be done with the help of employee performance management software (there is employee performance management software like BetterManager available) or without it (especially in small businesses). Coaching includes providing employees with advice and recommendations on how they can achieve better employee performance.  ‍
• Employee performance management software is a great employee performance management example that can help managers to manage employee performance and develop their leadership skills. Employee performance management software consists of employee feedback, employee recognition, goal-setting and employee coaching applications.

Top brands all around the world use employee performance management examples like employee feedback, employee recognition and goal-setting to develop their business strategies. Here are some employee performance management examples that top brands around the world use:

• Video games industry: Top brands in this industry create employee performance management examples by focusing on employee appreciation and setting employee goals. For example, Valve Corporation is a well-known software company that released an employee performance management tool called “Kudos” that lets employees recognize each other. Besides employee performance management examples like goal setting and employee recognition, Valve Corporation uses employee feedback such as employee performance management. A typical example is that employees can leave notes on a software project if they have a new idea about it, which the team lead may consider when he makes a new update project plan. ‍
• Airbnb employee performance management software (which can be found on BetterManager) is employee feedback/review that has employee performance management by employee feature. ‍
• LinkedIn performance management metrics include employee goal setting, where employees set their long and short-term targets. They are further evaluated on how successful they were in meeting those targets. Also, this employee performance management example includes 360-degree feedback as well as employee recognition. ‍
• Facebook employee performance management software helps managers to provide employee feedback/review and employee goal setting; employee performance management example also includes employee coaching. ‍
• Microsoft’s employee performance management strategy is employee goal-setting, where employee's progress toward their goals is constantly monitored. This employee performance management example focuses on contributing to business growth as well as personal development of employees. ‍
• Dell provides managers with employee performance management software which includes employee feedback/review application. ‍
• Uber employee, performance management example, includes employee goal setting and employee recognition, employee performance management by peer (employees appreciate their co-workers for good work). ‍
• Twitter employee goal-setting is one of the best employee performance management examples because it's an employee goal-setting by employee feature which allows employees to set their targets and track their progress. Employee performance management example also includes employee coaching. ‍
• Disney employee goal setting an example is an employee performance management technique where employees set goals related to the company’s business metrics and employee development. Employee feedback/review application also comes with this employee performance management software. ‍
• IBM employee performance management software is an employee feedback/review application (360-degree feedback) that allows employees to provide managers with employee feedback and make necessary improvements. This employee performance management example also includes goal-setting application.

It can be difficult getting the right performance management tool for small and medium businesses. Rather than getting expensive software and educating your whole team on it, download Matter's free Slack app and start giving constructive feedback and Kudos all inside of Slack. It comes with unlimited seats and feedback and is perfect for any team size.

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22 Examples of Performance Management Done Right

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It is always good to adopt best practices from other organizations and try something new to see if it works for you as well. This article discusses why getting performance management right for your organization is critical to its growth and gives examples of performance management programs at organizations that are doing it right.

Employee performance management is one of the most important corporate processes. So, it is important to choose an employee performance management strategy that will be most effective for your organization.

Performance management includes multiple steps such as clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results. Performance reviews, when done right, provide the chance to promote employee growth, increase engagement, and improve business performance across functions.

The approach to performance management has evolved substantially in the last few years. According to Gartner , 81% of HR leaders are modifying their organization's performance management system, and less than one-fifth of HR leaders believe their performance management is currently successful.

Most organizations have abandoned annual performance reviews in favor of ongoing feedback, coaching, and 360-degree feedback.  Moreover, getting performance management right is important for higher employee engagement, employee retention, higher transparency and productivity, efficient goal planning and setting, and higher employee motivation at the workplace. Several companies have started taking an employee-focused approach to performance management.

22 Companies That Have Excellent Performance Management Practices

From scrapping yearly reviews to implementing real-time feedback, organizations across industries are reinventing performance management. Let’s look at some of the best ones, in no particular order:

Google has one of the most advanced HR practices in the world. From hiring the best talent after multiple rounds of interviews to training them with the best resources possible to looking after their learning and development needs, Google does it all.  

Google ensures that its employees perform to the best of their capabilities by conducting annual performance evaluations with a mid-year checkpoint and monthly performance check-ins that cover topics like professional growth, coaching, personal difficulties, etc.  

Google also holds an annual ‘Upward Feedback Survey’ which is something similar to a 360-degree evaluation. It also relies on OKRs , or objectives and key results for its performance management initiatives.   

Learn more : A thorough read about OKRs.  

Quick tip : Read the book ‘Work Rules’ by former Senior Vice President of People Operations Laszlo Bock  to learn about Google's performance management process in detail.  

Meta is widely recognized for having a fun work culture and wonderful employee benefits, but if you delve deep, you can uncover what actually drives its employees to be motivated and fulfilled, and hence perform their best.  

The performance management at Meta is done through semi-annual evaluations, with a focus on peer-to-peer and employee-to-manager feedback. Meta creates secret one-to-one groups to share individual goals, track progress, and share feedback.   

Regular employee coaching is also a part of Meta’s performance management practice. Employee performance coaching is a form of on-the-job learning. It is a collaborative process between a manager and an employee, as well as between employees in the form of everyday interactions.  

Meta also provides constant 360-degree real-time feedback, allowing managers to note an employee's performance prior to the appraisal.  

  Learn More : The evolving dynamics of continuous feedback.  

3. PasarPolis

Pasarpolis is one of the top insurtech brands based out of Indonesia. The company, in partnership with Darwinbox, introduced a performance management process that is quicker and more frequent, so as to enable employees to consistently improve their performance.  

Darwinbox facilitates timely report generation of pending self-reviews from the employees. This report helps HR to take immediate action and nudge the employees who didn't complete them. This has helped Pasarpolis complete the entire performance review cycle well within time, something the company previously struggled with.  

Learn more : How Darwinbox drove better employee performance for Pasarpolis.  

IBM follows a performance management process that enables its employees to bring their entire selves to work, thereby driving creativity and connection.     

In 2016, it transitioned from yearly, absolute evaluations to a model where feedback is self-driven and focused on delivering a more holistic evaluation of employees.   

5. Microsoft

Microsoft shifted to a more collaborative and less competitive performance management strategy after recognizing that its stack ranking-style performance management system was negatively impacting employee engagement and motivation.  

 It currently holds performance reviews every two months. These check-ins are official, structured talks between managers and direct reports in which they examine goal progress, skill development, and other topics so employees know if they're on the right track while there's still time to make adjustments.  

BKP, Bina Karya Prima, is a leading FMCG company in Indonesia. The company transformed its HR and performance management process to be ‘PRIMA’, i.e, professional, relentless, integrity, marvellous team, attitude. The company moved from having a manual performance management process on Microsoft Excel to using Darwinbox to digitally transform its HR processes. The company has taken a forward-looking approach and has completely automated its performance management process using Darwinbox.  

Learn more : How BKP digitally transformed HR on mobile for greater efficiency and effectiveness .  

7. Goldman Sachs

Goldman Sachs switched from a rating-based performance assessment process to a performance management strategy that involves frequent feedback. Goldman Sachs developed its own web-based tool for delivering and getting feedback in order to promote informal performance dialogues. The once-a-year review methodology of the performance assessment was also eliminated.   

Beginning in 2021, Goldman Sachs introduced a concept called The Three Conversations, that is conducting performance reviews at least three times a year. Managers set goals with their team members at the outset of the year, check-in on progress mid-year, and then close out the year with a discussion about performance against goals.   

8. Times Internet

Times Internet is the digital arm of India’s largest media conglomerate, the Times Group. The company’s performance management strategy involves automating all performance assessment processes to ensure the processes are completed on time. The company uses Darwinbox and has fully digitized and automated its HR processes, many of which were previously done manually.   

The company focuses on and ensures timely completion of goal-setting, goal cascading, performance journals, and continuous feedback.   

Learn more : How Times Internet automated all its processes and scaled with Darwinbox.  

9. Accenture

Accenture follows a performance management process that humanizes its workforce and rather than just looking at employees as numbers on paper.    

In 2015, the company eliminated annual reviews and stack rankings altogether after learning that its traditional performance management techniques were more dangerous than useful. As a result, all employees at the organization received more rapid feedback on assignments and a more equitable reward structure.  

Adobe has positioned itself as an expert in continuous performance management. Adobe eliminated annual performance assessments and ratings in favor of check-ins, a less organized but more effective approach. Adobe believes that in order to perform their best work, employees need quick and timely feedback and that there have to be year-round open and continuous discussions.  

 The current process involves continuous, two-way interactions in which an employee and their manager discuss performance and career advancement while also providing real-time feedback. The check-in meeting is meant to discuss what's working well, what could be done better, and where to focus next to maximize business impact and career advancement.  

Learn more : The ultimate guide to continuous feedback.  

11. Quick Heal

Quickheal has a performance management practice that promotes an object-oriented culture to make employees work collaboratively rather than working in silos.   

The process is centered around the OKR framework and runs on Darwinbox’s flexible and robust performance management platform.   

Quickheal’s performance management process involves having reviews that are focused on outcomes rather than activities.  Employees create journal entries noting critical incidents during their performance cycle, which helps eliminate recency bias and allows for more accurate reviews later in the year. Employees are empowered to modify goals in the middle of their performance cycle if necessary and have more control over their performance goals.   

Learn more : How Quickheal Aligned 1000+ employees with org-wide goals using Darwinbox  

12. Deloitte

Deloitte’s performance management system is designed to recognize the contributions of individual employees within each team, to obtain an accurate picture of performance free of bias, and to assist individuals in reaching their full potential.  

Their strategy isolates compensation decisions from day-to-day performance management, provides improved information through quarterly or project-specific "performance snapshots," and focuses on weekly check-ins with supervisors to keep performance on track.  

13. GE  

There once was a time when GE was well known for its hard-charging and intensive approach to performance appraisals. The company’s current style of performance management procedure has changed dramatically, and GE now follows a continuous, evenly distributed evaluation procedure. The emphasis is on growing, connecting, and inspiring employees rather than on evaluating and ranking.  

Annual performance assessments have been phased out in favor of a more lean and innovative system.  The company uses a smart software app that has been created with the objective of allowing management and staff to communicate more frequently and meaningfully.

14. Cargill

Cargill, a global agricultural producer and distributor, has a performance management system that it calls ‘Everyday Performance Management’.   

This system includes effective two-way communication, giving regular feedback, and coaching. Even during the pandemic, Cargill was able to respond to business difficulties with significantly greater agility thanks to its daily performance management. In fact, Cargill has received recognition for its Everyday Performance Management, which represents an industry best practice.  

The company also replaced its old document-heavy system with one that prioritized relationships between employees and managers. It emphasized on man­agers having frequent, on-the-job con­ver­sa­tions and giv­ing reg­u­lar, con­struc­tive feed­back rather than only having per­for­mance rat­ings and annu­al review forms.  

15. Regeneron Pharmaceuticals  

Regeneron follows a performance management approach that is simple and straightforward.   

The company, in 2021, revamped its performance management process, and brought in a simplified rating scale with four points rather than 12 points.   

The company also follows the practice of having behavior-focused feedback, that drives employees to think about more than just their salary or compensation.    

16. STP  

PT Solusi Tunas Pratama Tbk. (STP), a leading telecom tower company in Indonesia, concentrates on continuous performance tracking.   

STP uses Dawinbox’s performance management module and follows the OKR model of assessment. With this, the company tracks employee performance on a monthly basis, ensuring the process is more dynamic and accurate.   

Learn more : How STP leveraged the power of OKRs with Darwinbox.  

17. Netflix  

Netflix overhauled its performance management a few years ago, eliminating annual performance appraisals entirely. Netflix now uses a 360-degree evaluation system.

Netflix’s performance management approach focuses on full transparency among employees, in that it has signed feedback as well as face-to-face 360 appraisals. One of Netflix’s popular processes is its unique 'stop, start or continue' template that emphasizes what a person should start, stop, and keep doing on a regular basis.

Learn more : Read about 360-degree reviews/feedback.  

18. Amazon  

 Amazon has a reputation for being a high-performing, high-risk company. It should come as no surprise that this extends to how they assess employee contributions.   

Amazon's feedback system is meant to push each employee to their limits. They conduct weekly or monthly business evaluations, during which each employee is held accountable for a variety of key performance indicators (KPIs).  

For performance reviews, Amazon combines stack ranking and continuous feedback methods. Continuous feedback is shared through Amazon’s ‘Anytime Feedback Tool’ that allows employees to anonymously praise or criticize colleagues.  

Amazon also holds organization-level reviews, in which top and bottom performers are reported to the board of managers to inform incentive and termination decisions – a process that closely resembles the typical stack rank structure.  

19. Volkswagen  

 Volkswagen’s performance management approach is designed to encourage employee satisfaction and motivation through equitable opportunities and an appealing working environment.    

The company’s performance management strategy includes structured meetings where workers' progress toward fulfilling defined goals is assessed. During these sessions, group leaders, workers, and managers have the opportunity to share their thoughts, corrections, and guidance on how well people are doing in meeting their goals.  

Volkswagen also has modern people analytics set up to drive data-driven decisions when it comes to managing the performance of its employees.   

20. Uber  

Uber has introduced what it calls the "Top 3 Bottom 3 approach" for performance management.  

Employees are asked to name their top three attributes or strengths, as well as their bottom three areas for improvement. Goals are then derived from these responses and incorporated into a system that employees, managers, and top executives can access.   

This approach focuses on development rather than previous behavior. Formal and frequent feedback is offered, and it is classified as either positive reinforcement or constructive advice.  

21. Reliance Capital  

Reliance Capital, a part of the Reliance Group from India, follows a performance management approach that strengthen its culture of meritocracy in the company.  The system, that Reliance calls SOUL, focuses on the softer aspects of performance management, whereby the manager plays an active role in guiding, mentoring, and supporting teams to achieve breakthrough performance.  

SOUL stands for:   

S haring resources & ideas to enable  

O utperformance through coaching & mentoring of the team, based on  

U nderstanding, and  

L istening.

22. JP Morgan

JP Morgan’s performance management strategy lays emphasis on continuous feedback. The company has created an internal application – Insight360 – that delivers constant feedback to its 240,000+ employees.  

Employees can request feedback from their coworkers and managers at any time using the web-based tool. Managers will also be able to ask their peers for comments on their employees. With Insight360, subordinates will be able to review their supervisors instead of only the other way around.

Performance management is evolving, and it is critical to transition to a system that increases organizational productivity and helps you stay ahead of the competition. Feel free to draw inspiration from these brands to improve your performance management system and practices!

Find out how Darwinbox can help you learn from these examples of performance management, and craft the right strategies for your organization. To automate this critical process, book a demo today!  

Recommended Reading

What are the features of an effective performance management system, digital performance management: optimize employee performance in real-time, leadership insights: navigating emerging trends and the future of performance management, speak your mind.

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Course Resources

Assignments.

The assignments in this course are openly licensed, and are available as-is, or can be modified to suit your students’ needs. Selected answer keys are available to faculty who adopt Waymaker, OHM, or Candela courses with paid support from Lumen Learning. This approach helps us protect the academic integrity of these materials by ensuring they are shared only with authorized and institution-affiliated faculty and staff.

If you import this course into your learning management system (Blackboard, Canvas, etc.), the assignments will automatically be loaded into the assignment tool.

Sun City Boards Assignments and Discussions

Half of the written assignments and discussions are based on a case study, whose focus is a fictional high-end surfboard company, Sun City Boards, which is also highlighted in the Why It Matters and Putting it Together in Module 3: Planning and Mission. Many of these assignments take the form of asking students to give Tom, the company’s inexperienced owner, advice about how he can run his business more effectively. The Sun City Boards assignments create a common framework for applying knowledge and skills developed through the course, encouraging students to demonstrate mastery of the content through real-world tasks and work products.

Alternate Assignments and Discussions

The other half of the written assignments and discussions use a variety of approaches, depending on the subject and learning outcome being assessed; many ask students to go beyond course content to form connections between research topics and what they’ve learned in class.

Using Assignments

We recommend assigning one discussion OR one assignment per chapter, rather than all of them. Some instructors prefer to stick with the Sun City Boards theme throughout the course; others like to use some of the alternates along the way. You can view any assignments or discussions below or throughout the course.

You can view them below or throughout the course:

Rubric for Assignments

There is also a sample rubric to assist you in grading. Instructors may modify these guidelines or use their own.

Open Pedagogy Assignments

Open Pedagogy Assignments are assignments in which students use their agency and creativity to create knowledge artifacts that can support their own learning, their classmates’ learning, and the learning of students around the world. (See this  peer-reviewed article  for more details.) All of the assignments can be created with a cell phone camera or any video recording device, Google or Word documents, and your learning management system.

Discussions

The following discussion assignments will also be preloaded (into the discussion-board tool) in your learning management system if you import the course. They can be used as is, modified, or removed. You can view them below or throughout the course.

Rubric for Discussion Posts

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• This discussion invites conversation on race, which might require additional monitoring and involvement from instructors. This blog post from the Choices Program at Brown University contains links to helpful resources to facilitate talking about race in the classroom: "Approaching Race in the Classroom, Actively" ↵
• Assignments. Provided by : Lumen Learning. License : CC BY: Attribution
• Pencil Cup. Authored by : IconfactoryTeam. Provided by : Noun Project. Located at : https://thenounproject.com/term/pencil-cup/628840/ . License : CC BY: Attribution

Project Manager Performance Review Accomplishments: Sample & Template to Boost Your Team Morale

Never giving your project team and project manager any feedback with a performance review is a recipe for success!

Just kidding. Failure. It’s a recipe for failure.

People need to know when they’re doing a good job. Every dog needs a bone, and giving your team positive feedback is a great morale booster.

A project management performance evaluation motivates your PMs to keep delivering, kicking as$ and taking names.

On the flip side:

You’re not Meryl Streep, and this isn’t The Devil Wears Prada . Constructive criticism is still criticism, even if it’s necessary.

If your project team members are struggling, this project manager performance review accomplishments sample and template will help you soften the blow. This will set your project team members up for success in the future.

In this template, you’ll find a project management performance review sample for every situation:

• The project management team is doing great and knocking it out of the park!
• You’re doing a pretty good job. Thanks. Keep doing that.
• WTF team?! Let’s fix these things for better luck next time.

We’ll also cover self-evaluation samples for your project manager to get their gears rolling.

Adjust that cape. Time to get you in the driver’s seat of change and motivate your project management team.

What do you write in a performance review example?

The entire point of giving a performance review is to clearly communicate positive and constructive feedback. Your project management employees need clear, helpful communication to do their jobs well.

But get this:

74% of workers leave a performance review unsure of what their managers actually think of their performance.

That’s messed up. So why does it happen?

Mostly, it’s because the reviews are seriously lacking in specific, clear language. More statistics back this up: 79% of employees think their company’s review process stinks . If you’ve already put in place an employee’s performance evaluation review process, good job. But chances are, it could probably use some work.

The samples in this article use precise language that’ll help your project management employees know precisely what they’re doing well or could stand to improve.

And another tip:

If you don’t find what you’re looking for on this list and want to craft your own, always keep in mind that being specific will go a long way to driving change and motivating your project management team.

Project management performance accomplishments sample: Butts be sore because you’re kicking ‘em.

Use these performance review phrases when your team and project manager are exceeding expectations:.

• Appropriately prioritizes, determines, and coordinates the proper measures for the project team for achieving objectives
• Adequately controls the project activities and progress with a results-oriented mindset
• Is efficient and effective in meeting deadlines when under pressure and when not under pressure
• Is supportive of the team and motivates them to cooperate and accomplish their goals
• Recognizes each team member’s contribution, strengths, and weaknesses and is fair when dealing with each person
• Adequately translates the company’s vision to the project tasks
• Understands and works within the organization and team structures with ease
• Consistently produces concise, clear status reports
• Engages in tactful communication
• Is a good listener
• Has a positive attitude and leadership skills
• Is forthcoming and professional when issues arise with project tasks
• Identifies and tackles internal and external problems with the team’s projects
• Develops effective, analytical mitigation plans

You can also get specific with numbers, results, and tasks. Consider using these employee performance review phrases during your next evaluation:

• Exceeded the original goal of X with X%
• Increased production by X% on (task)
• Excelled at developing strategies that delivered X

If you want your project management employees to keep doing a good job, tell them. Positive feedback lets your project managers know where they stand with your expectations and how to meet and exceed them.

Performance evaluation samples for when your project manager meets expectations

Use these performance review phrases when your project manager is doing a good enough job, and you’re pleased with the results:.

• Knows how financial decisions affect the company’s bottom line.
• Is competent with general accounting and financial planning that directly impact projects
• Sets achievable goals and maintains a positive outlook
• Provides constructive feedback
• Is on top of technological changes and levels up their skills, positively impacting project completion
• Ensures that resources and tools needed for projects are easy to access
• Puts together teams with the right skills
• Trains team members in skills required for the project
• Is good at delegating tasks and promoting interaction between team members
• Maintains a clear and consistent team structure
• Analyzes problems, evaluates solutions, chooses appropriate fixes, and implements them.
• Adequately resolves conflicts
• Is good at nurturing lasting relationships with key stakeholders
• Manages competing priorities effectively
• Meets tight deadlines consistently.
• Understands how to apply established processes and tools to meet project requirements
• Creates clear project contracts and knows how to administer them

Performance review samples for when things go pear-shaped

Your project manager may be struggling in their role right now. but do they know why.

These project management performance review samples get specific with where things are going wrong and can compel your PMs to change how they do things:

• Focuses too much time on own work instead of working with team members, clients, and key stakeholders
• Is too quick to assume what the project is about. Delegates tasks immediately before developing a detailed plan
• Poor communication skills hamper their ability to know who does what, when, and whether deliverables are completed.
• Isn’t collaborating with other members of the project management team or clients to understand the objectives
• Isn’t mindful of deadlines
• Fails to inform key personnel and clients when the project is experiencing problems
• Doesn’t have adequate time management skills. Isn’t monitoring projects during the critical stages to determine if things are on schedule
• Won’t take ownership of the project and demonstrates an unwillingness to commit or see projects through to completion
• Doesn’t develop contingencies in case of potential pitfalls
• Does not propose workable solutions to problems
• Won’t investigate if certain factors, such as lack of training, could impact project quality
• Doesn’t intervene when projects are going off the tracks
• Doesn’t keep a close eye on performance

If your project manager is struggling, but you’ve noticed they’re trying to approve, let them know with these samples:

• Has been developing methods to improve (X)
• Thinks of new strategies to increase efficiency or improve (X)
• Continues to improve in performing (X) duties
• Has devised creative ways to solve (X) problem

What are some examples of positive feedback for a project manager?

Okay, it’s time for a palette cleanser. Use these specific, positive phrases in your project management performance review sample to motivate your employees:

• Provides continuous coaching and encouragement for the team
• Has improved admin support systems via (task)
• Is good at organizing documents for (X task), avoiding duplicate information
• Is esteemed throughout the organization for sharing concerns and opportunities
• Demonstrates a sincere interest in other team members and offering solutions to their problems
• Exceeds expectations for facilitating communication and collaboration with the team and clients
• Effectively communicates laterally, upward, and downward
• Keeps meetings organized and action-oriented by task
• Is skilled at enforcing company policies without offense
• Uses (X) to build and strengthen relationships
• Demonstrates cooperation by (X)
• Gladly shares knowledge and expertise
• Initiates and performs creative solutions like (example)
• Encourages and helps team members gain visibility and recognition by (task)
• Can turn visions into actual plans and gets results aligned with the company’s vision
• Demonstrates the ability to turn ideas into action
• Excels at contributing to the company’s goals
• Creates concise, efficient meeting agendas
• Is respectful of others time
• Finds practical, efficient uses for discretionary time
• Maintains environments that help individual employees grow
• Gives team members clear direction and responsibilities
• Is easy to contact and freely provides support
• Is quick to recognize and deal with signs of burnout in employees

Self-evaluation samples for project managers

Use these in your self-evaluation template for your pms:.

• What methods did you use to investigate and determine the key project phases?
• What do you do to mitigate your team?
• How do you communicate with key stakeholders?
• What communication methods have you used that have directly impacted project success?
• Give a real-life example of how your problem-solving skills have helped you reach project goals
• How did you communicate a critical message to your team or client?
• How do you confirm the accuracy of information from team members, clients, and stakeholders?
• What did you do to track the project’s progress?
• Describe when and how you prevented a project from falling apart
• How do you ensure that your team hits deadlines and exceeds expectations?
• What’s the biggest challenge you faced in your last project? What did you do to overcome it, and what did you learn?
• What do you think is the most essential quality to have as a project manager?
• Describe the entire project lifecycle. How have you used the lifecycle to adequately manage projects?
• What was the most challenging project you’ve ever worked on? Why was it so difficult, and what did you do to reach your goals and complete the project?

Project management performance review sample: Remember these key points

You’ve heard the phrase talk is cheap. Even positive feedback and constructive criticism will fall flat with your employees if they aren’t backed with specifics.

Typically, review cycles occur in 12-month intervals. It’s way too easy to forget what happened back in month two, whether it was a positive or negative performance.

If you see something, say something. If a PM implemented a creative solution to a serious problem , jot that down. Somebody keeps missing the mark with project deadlines? Make a note of it.

Remember to refer back to specific scenarios during performance reviews.

Even if your performance reviews occur once a year, make performance reviewing a regular thing. Discuss and record milestones and accomplishments, and challenges as they happen. Keep records of it and make sure your documents are organized.

Crowdsource your information among team leads, peers, and employees in different departments to get the complete picture of how your project management team performs in key areas.

Accurate, specific feedback gives your employees a better understanding of what they’re doing well and where and how they can improve.

How can you set your PMs up for success? With scalable project management .

Organized client folders , automated workflows, owner dashboards for accountability are just some of the systems we implement to give your PMs the tools they need to succeed. Reach out to us today , and let’s talk.

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4 Tahapan Performance Management System dan Contoh Implementasi

Table of Contents

Performance management system merupakan salah satu elemen kunci dalam kesuksesan sebuah bisnis. Perusahaan yang mampu mengelola dan mengukur efektivitas kinerja karyawan dengan baik, berimbas pada pencapaian target dan ROI yang lebih cepat.

Sebaliknya, perusahaan yang kesulitan mengukur dan mengelola bagaimana kinerja individu dan tim, dapat menjadi akar dari berbagai masalah yang menghambat pencapaian tujuan bisnis. 

Oleh sebab itu, mempelajari bagaimana sistem performance management adalah proses yang penting. Yuk simak informasi lengkap berikut ini!

Apa Itu Performance Management System ?

Performance management system adalah sebuah rangkaian proses, alat, dan praktik yang digunakan oleh perusahaan untuk mengukur, mengelola, dan meningkatkan kinerja karyawan dan organisasi secara keseluruhan. 

Berbeda dari penilaian kinerja karyawan yang hanya bertujuan untuk pemberian feedback atas KPI karyawan , performance management membantu perusahaan mengidentifikasi kekuatan dan kelemahan dalam organisasinya, serta merencanakan strategi perbaikan yang tepat.

Tanpa data performance management yang akurat, perusahaan akan sulit mengidentifikasi dan mengembangkan bakat-bakat internal, yang dapat mengakibatkan kehilangan potensi berharga dalam organisasi. Akibatnya, motivasi karyawan dan kepuasan kerja pun bisa menurun.

Tujuan Performance Management System

Dari penjelasan di atas, terlihat bahwa proses SDM sehari-hari menjadi lebih efektif dan terstruktur ketika performance management tools digunakan. Berikut tujuan performance management system :

• Membantu dalam pengambilan keputusan yang efisien, khususnya mengenai keputusan promosi , gaji, transfer, atau PHK. 
• Meningkatkan kinerja karyawan dengan menawarkan panduan dan rencana tindakan yang diperlukan secara teratur. 
• Membantu dalam mengembangkan rencana pelatihan yang lebih baik dan lebih personal untuk hasil tinjauan kinerja karyawan. 
• Memungkinkan koreksi arah yang lebih cepat melalui diskusi yang sering mengenai tujuan dan prioritas, pengembangan rencana proyek, dan penilaian kemajuan secara berkala.
• Memastikan komunikasi yang efisien dan keterlibatan karyawan di semua tingkat organisasi.
• Mendorong transparansi di kalangan karyawan.
• Menumbuhkan hubungan yang ramah dan harmonis antara pemberi kerja dan pekerja.

Baca Juga: Performance Appraisal : Jenis, Tahapan, dan Cara Membuatnya

Tahapan Performance Management

Beberapa tahapan kunci yang membantu organisasi mengelola dan meningkatkan kinerja karyawan. Berikut tahapannya:

1. Planning (Perencanaan)

Pada tahap ini, perusahaan dan karyawan bekerja sama untuk menetapkan tujuan kinerja yang jelas dan terukur. Tujuan ini harus sesuai dengan tujuan organisasi dan memiliki karakteristik SMART ( Specific, Measurable, Achievable, Realistic, dan Time-Oriented ). 

Dalam proses ini, manajer dan karyawan juga dapat mendiskusikan harapan, tanggung jawab, dan peran masing-masing. Perencanaan ini membantu mengidentifikasi prioritas kinerja dan memberikan arah yang jelas kepada karyawan.

2. Monitoring (Pemantauan)

Setelah tujuan kinerja ditetapkan, tahap selanjutnya adalah monitoring atau pemantauan. Ini melibatkan penilaian kinerja karyawan secara berkala berdasarkan tujuan yang telah ditetapkan.

Manajer dan karyawan dapat menggunakan berbagai metode dan alat untuk mengumpulkan data terkait kinerja, seperti pengukuran kuantitatif (angka penjualan, produktivitas, dll.) dan kualitatif (umpan balik dari pelanggan atau rekan kerja). 

Monitoring kinerja ini membantu dalam melihat sejauh mana karyawan telah mencapai tujuan mereka dan dapat memicu tindakan korektif jika diperlukan.

3. Reviewing (Evaluasi)

Ini adalah tahap di mana kinerja karyawan dievaluasi secara mendalam berdasarkan data yang dikumpulkan selama periode pemantauan. Misalnya evaluasi berdasarkan OKR atau KPI karyawan, untuk mengetahui apakah hasil yang dicapai individu maupun tim telah sesuai dengan rencana.

Feedback yang jujur menjadi elemen kunci dalam tahap ini. Nantinya, hasil review bisa digunakan HRD untuk membuat perencanaan yang lebih baik terhadap karyawan tersebut, seperti misal merencanakan program pelatihan untuk pengembangan kompetensi.

4. Rewarding (Penghargaan)

Tahap akhir dalam performance management system berupa pemberian penghargaan atau insentif kepada karyawan berdasarkan hasil kinerja mereka. Penghargaan dapat berupa peningkatan gaji, bonus, promosi, pengakuan, atau penghargaan lainnya. 

Tujuan dari tahap ini adalah memberikan pengakuan kepada karyawan yang telah mencapai atau melampaui target mereka, serta memberikan insentif untuk terus berkinerja dengan baik. Ini juga membantu dalam menjaga motivasi karyawan dan mempromosikan budaya kerja yang kompetitif.

Baca Juga: 5 Alasan Pentingnya Meningkatkan Kinerja Karyawan

Contoh Performance Management System yang Sukses

Berikut beberapa contoh perusahaan yang berhasil dalam implementasinya:

Sebagai perusahaan digital terbesar di dunia, Google memiliki salah satu praktik SDM tercanggih. Mulai dari merekrut talenta terbaik, melatih mereka dengan sumber daya terbaik hingga memenuhi kebutuhan pembelajaran dan pengembangan mereka, Google melakukan semuanya.

Google juga memastikan bahwa karyawannya memberikan kinerja terbaik dengan melakukan evaluasi kinerja tahunan melalui pos pemeriksaan pertengahan tahun dan pemeriksaan kinerja bulanan yang mencakup topik seperti pertumbuhan profesional, pembinaan, kesulitan pribadi, dll.

Google juga mengadakan ‘Upward Feedback Survey’ tahunan yang mirip dengan 360 degree feedback . Perusahaan juga bergantung pada OKR, atau tujuan dan hasil utama untuk inisiatif manajemen kinerjanya.

Dalam tahap rewarding, Google mengakui dan merayakan prestasi karyawan mereka, baik melalui penghargaan internal maupun pengakuan eksternal.

2. Microsoft

Microsoft beralih ke strategi performance management yang lebih kolaboratif dan kurang kompetitif setelah menyadari bahwa performance management system berdasarkan ranking atau peringkat berdampak negatif terhadap keterlibatan dan motivasi karyawan.

Saat ini mereka mengadakan tinjauan kinerja setiap dua bulan. Check-in ini merupakan pembicaraan resmi dan terstruktur antara manajer dan bawahan langsung di mana mereka memeriksa kemajuan tujuan, pengembangan keterampilan, dan topik lainnya sehingga karyawan mengetahui apakah mereka berada di jalur yang benar.

Adobe adalah salah satu tempat kerja terbaik di dunia, dan para karyawan setuju, dengan 89% mengatakan ini adalah tempat yang bagus untuk bekerja. Ditambah lagi, 86% karyawan merasa menerima upah yang adil atas pekerjaan yang mereka lakukan.

Proses performance management Adobe melayani karyawan, manajemen, dan seluruh organisasi. Sejak tahun 2012, Adobe menghapus siklus peninjauan tahunan yang telah menjadi pokok dalam proses peninjauan mereka dan sebagai gantinya mengadopsi sistem Check-in. 

Di mana, manajer dan karyawan memilih kapan harus membicarakan apa pun yang mereka anggap penting. Mereka tidak harus mengikuti proses yang ketat atau mengisi dokumen yang panjang.

Baca Juga: 11 Aplikasi Untuk Monitoring Pekerjaan Karyawan Secara Remote

Tingkatkan Performance Management Bersama Hadirr & Gadjian

Dari penjelasan dan contoh-contoh di atas, dapat disimpulkan bahwa performance management system memiliki peran krusial dalam perkembangan bisnis ke depan. Namun di era bisnis yang terus berkembang, pemantauan dan pengelolaan kinerja karyawan tidak lagi bisa menggunakan metode manual tradisional. Anda memerlukan aplikasi manajemen karyawan yakni Hadirr dan Gadjian.

Aplikasi Hadirr memberikan solusi modern untuk memantau, mengevaluasi, dan meningkatkan kinerja karyawan secara efisien. Mulai dari pengelolaan absensi , jadwal pembagian lembur dan shift hingga rekap laporan catatan kehadiran karyawan dan fitur timesheet lengkap tersedia. Anda dapat mendownload laporan-laporan tersebut dan mengolahnya di Ms. Excel.

Namun, jika Anda tidak ingin repot dengan cara manual, Anda bisa mengintegrasikan aplikasi Hadirr dengan aplikasi payroll & HRIS Gadjian.

Laporan data-data dari aplikasi Hadirr akan diolah melalui fitur analisis kinerja karyawan di aplikasi Gadjian dan Anda bisa melihat bagaimana performance karyawan. Laporan ini tersaji real-time sehingga monitoring kinerja karyawan bisa diakses setiap saat. 

Makin lengkap lagi dengan fitur hitung gaji, iuran BPJS, slip gaji, pengelolaan cuti hingga izin karyawan secara online. Bagaimana?

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Moscow Muled

Why do moscow mules come in copper mugs.

Oct 18, 2019

Have you ever wondered why the Moscow Mule cocktail is served in a copper mug? In this post, we answer that question in detail. As it turns out, the answer is partly based on historical events and partly based on the extra "kick" that copper brings to this classic cocktail. Let's dive in!

Introduction

A remarkable cocktail is something you notice from across the room, easily identified by the signature drinking vessel it's served in. Few are more distinct than the burnished copper mug of a Moscow Mule. 

Great cocktails aren't just alcohol and mixers––they should be something more, a full sensory experience from beginning to end. It starts as you observe the precise convergence of ingredients in a golden ratio that blossoms into flavors and aromas of citrus and spicy ginger. It is then delivered into an ice-filled copper mug and garnished with fresh mint and a slice of lime.  Finally, it is presented before you, shiny and cold, compelling you to taste.

The copper mule mug not only tells the story of the drink it contains, but also is essentially functional to the full experience. You might already know that the cone-shaped bowl of a long-stemmed Martini glass was designed so that olives would stand perfectly upright, and the elegantly curvaceous welled Margarita glass was designed to add ample salt, sugar and garnishes.

But why are Moscow Mules served in copper mugs?

Inquiring minds want to know, so this article will sum up the science and history of why traditional Moscow Mules come in copper mugs, and other legit benefits of serving cocktails in pure copper mugs. This includes:

A Brief History of the Moscow Mule

The science of using copper mugs.

• How Copper Mugs Amplify the Taste & Aroma of your Moscow Mule
• The Enhanced Experience of Drinking from a Pure Copper Mug

The origin of this timeless cocktail is the tale of the American Dream. One fateful day in 1941 , three struggling entrepreneurs had a serendipitous meeting at the Cock 'N Bull bar on the Sunset Strip in Hollywood: A bar owner passionate about his unpopular home-brewed ginger beer, a businessman who took a big chance and purchased Smirnoff vodka, and a Russian immigrant with a cache of copper mugs she couldn't seem to sell. That day, the unlikely trio wisely decided to join forces in a bold venture that would not only save their individual businesses, but also create an iconic American cocktail.

Essentially, the Moscow Mule is the most successful marketing campaign in cocktail history. At a time when most Americans had never even heard of vodka, this cocktail introduced them to the traditional Russian alcohol, and established Smirnoff as a necessity in both bars and homes alike.

Thanks to celebrity endorsement, the Moscow Mule soon took the Hollywood cocktail scene by storm, and quickly became the most beloved mixed drink of the 1950's.

It's popularity understandably waned during the Cold War, and it was briefly re-branded as the Smirnoff Mule to distance itself from communism. However, the recent cocktail renaissance of the 21st century has seen the Moscow Mule come kicking back, as evidenced by lists like Esquire's Top 10 Cocktails of 2019 , and Business Insider's 8th Best-selling Cocktail in the World, 2018 .

But the answer to why Moscow Mules are served in copper mugs goes much further than a conveniently clever alliance between co-founders desperate for a big break. The story of the Moscow Mule is both the struggle of the immigrant searching for success, and the flashy lifestyle of the rich and famous.

It boasts a simple recipe , yet a complex flavor profile, encapsulated in a shiny copper mug. And as delicious and refreshing as the Moscow Mule may be, it's the copper mug that makes the cocktail so extraordinary.  Like the drink itself, the pure copper mule mug is a balance of form and functionality.

The most scientific benefit of the copper mug is its ability to regulate temperature. When a drink is served in a copper mug, it gets cold fast––and stays that way.

Copper is a renowned thermal conductor that will keep your beverage frosty in any weather, and is one of the reasons the traditional Moscow Mule has become synonymous with summer. Add a little ice, and the copper chills drinks instantly, and sustains a refreshingly icy rim with every sip.

Because copper is such an excellent conductor, it can keep your cold beverages colder for longer. The downfall of many ill-fated cocktails on a hot summer day is melting ice. Copper mugs stay brisk, and don't disrupt the recipe's ratio, so the simple yet distinct flavors of the Moscow Mule remain strong till the last drop.

Another important feature of the solid copper Moscow Mule mug is the handle. Much like the stem of a wine glass, the copper mug handle keeps the nearly 100 degree body temperature of your hand from impacting the status of your deliciously frosty cocktail.

How Copper Mugs Amplify the Taste and Aroma of Your Moscow Mule

If you want to know what a Moscow Mule tastes like, purists would insist the only way to experience it is in a 100% copper mug. Aside from being a great American tradition, copper mugs offer some unique enhancements to both the flavor and aroma of the Moscow Mule (or almost any finely-crafted cocktail).

Although subjective, most discerning drinkers would agree that copper mugs imbue cocktails with a superior taste. Experts explain that the copper oxidizes the vodka upon contact, thus enhancing the flavor profile and potency of the aromatics.

The intense cold of the copper also creates more stability in the bubbles of the ginger beer carbonation, and balances the tangy citrus of the lime with the earthy spice of the ginger.

For the skeptics out there, the theory of superior taste is easily verifiable. Simply make or order two Moscow Mules––one served in a plastic cup, and one served in a copper mug. Take a moment to inhale deeply, enjoy a big sip, and let your senses be the judge.

The epiphany should take a matter of moments, and you soon realize why a Moscow Mule is best served in a copper mug, and why any other cup or glass is vastly inferior. The difference can be so vivid, you might even consider drinking all your favorite beverages from copper mugs, even hot tea and coffee!

The Enhanced Experience of Drinking From a Pure Copper Mug

Throwing back shots with reckless disregard is a great way to get hammered, but a terrible way to enjoy something delicious. People order cocktails for the full package––observing its creation, revelling in its presentation, and slowly savoring its captivating story and unique taste.

Not only is a cocktail a well-balanced combination of spirits and mixers, it's also about the aesthetic and function of the vessel it's served in. A cocktail should be an object of inspired beauty, presented thoughtfully in a suitable glass or mug and garnished appropriately. It should take time, because it's made by hand.

Although the copper mug has become the symbol of Moscow Mules, it can also pair exquisitely with many other cocktails. Many people seem drawn to the shine and nostalgia of the metal, and Mixologists seem impressed by the scientific properties of the copper mug. Other drinks prominently featured in copper mugs include Dark 'n Stormy, Mescal, Gin & Tonic, and Cuba Libre.

No matter how frosted a beer glass gets, nothing can keep a mixed drink colder than a copper mug. The sensation when one's lips touch the ice-cold rim with every sip is part of the unique experience.

The flavors are heightened, the aromas amplified, and the balance of vodka, lime juice and ginger beer is never watered-down by melting ice. Provided your Moscow Mule is served in a pure copper mug, the last sip should be just as robust and enjoyable as the first.

The benefits of drinking from copper mugs aren't a newfound discovery. In fact, copper has been the preferred metal for drinking vessels for thousands of years.

Gurus in India have been using copper mugs for hundreds of years, and copper goblets called Escra have been found in ancient Irish ruins. Even American settles in 1645 drank exclusively from a massive tankard made of pure copper, known today as the Virginia Tankard .

The Moscow Mule is a classic drink served in a magnificent copper mug because it tells a compelling story, and enhances your consumption experience. It is an unforgettable drink because it's served in a mug that is both more beautiful than and functionally superior to glass.

Three Reasons Moscow Mules Come in Copper Mugs

The reason your Moscow Mule is served in a copper mug is not a fluke. It is not because it's the latest trendy hipster craze. It's not just a marketing ploy (although it definitely started out as one), nor is it a conspiracy by the lobbyists for Big Copper.

Moscow Mules come in copper mugs for three reasons: taste, temperature, and presentation.

The unique experience of drinking a Moscow Mule is a balanced combination of these three elements. It's also the reason this drink is not only the most recognizable, but also consistently one of the most popular drinks in global cocktail culture history.

Taste: The natural properties of the copper oxidize the alcohol, resulting in powerful aromatics and superior flavors. The bubbles of the ginger beer stay fizzy, and perfectly counter the acidity of the fresh lime juice. It's spicy yet refreshing. Simply put, it's delicious!

Temperature: Copper is an ideal thermal conductor, instantly chilling your beverage upon creation, and maintaining a consistently arctic temperature. This prevents the ice from quickly melting and dulling the cocktail ratio, while keeping the rim refreshingly frosty with every sip. The handle also keeps your hot little fingers from fluctuating the temperature with every touch.

Presentation: A glinting copper mug looks authentic and catches the eye. It is vintage, yet modern, and tells a story of creativity, charm and resilience. It is instantly recognizable, and makes for a fine looking beverage. Yes please!

The Bottom Line

The copper mug is iconic, a great American tradition of nearly 80 years, and is the only proper way to drink a Moscow Mule. Cheers!

Did You Enjoy This Article?

Thank you for reading! If you enjoyed this article, you might also like the following articles:  How to Clean and Care for Copper Mugs: The Definitive Guide and  Why You Should Only Use Moscow Mule Copper Mugs With Stainless Steel Lining

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Elektrostal

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Metallurgicheskii Zavod Electrostal AO (Russia)

In 1993 "Elektrostal" was transformed into an open joint stock company. The factory occupies a leading position among the manufacturers of high quality steel. The plant is a producer of high-temperature nickel alloys in a wide variety. It has a unique set of metallurgical equipment: open induction and arc furnaces, furnace steel processing unit, vacuum induction, vacuum- arc furnaces and others. The factory has implemented and certified quality management system ISO 9000, received international certificates for all products. Elektrostal today is a major supplier in Russia starting blanks for the production of blades, discs and rolls for gas turbine engines. Among them are companies in the aerospace industry, defense plants, and energy complex, automotive, mechanical engineering and instrument-making plants.

Headquarters Ulitsa Zheleznodorozhnaya, 1 Elektrostal; Moscow Oblast; Postal Code: 144002

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