Individual performance is how effectively an employee operates within role expectations and the dynamics of the team and company. It is not the same as team productivity: a team’s output cannot be reduced to the summed performance of its members. section 3.3.4
Performance management makes individual performance useful rather than merely judgmental. Clear goals, feedback, career planning, and regular conversations help employees stay aligned, develop, and correct course. section 4.1.1 section 4.1
Use individual performance discussions to:
- Review how someone operated within a team-owned plan, rather than treating individual task ownership as the only measure. section 3.3.4
- Use one-on-ones to hear what the employee needs and provide advice or course corrections. section 3.3.4
- Recognize sustained performance while addressing missed deliverables promptly and constructively. section 4.1.1
Sustained productivity versus scattered effort
David consistently met expectations and stayed aligned with management. Jason exceeded expectations on stretch goals but missed critical project deliverables. Performance conversations could help Jason redirect effort toward the work that matters most. section 4.1.1
