performance development process

performance management

It is not easy to navigate the area of per­for­mance man­age­ment. It is con­stant­ly evolv­ing. When per­for­mance man­age­ment get it com­plete­ly wrong the result is employees feeling deflated, unmotivated, and dis­engaged. The poor levels of team and indi­vid­ual employee per­for­mance frustrate man­agers.

We real­is­e the impor­tance of per­for­mance man­age­ment sys­tems and their res­ult­ing ben­e­fits. Understanding what an effec­tive per­for­mance man­age­ment sys­tem is the first step toward revi­tal­is­ing and improv­ing your cur­rent per­for­mance process­es.


5 steps of
the Performance
Management cycle

1. Plan

Setting employees’ goals and communicating these goals with them. 


2. Monitor

Managers are required to monitor the employees performance on the goal. 


3. Develop

Use the data obtained during the monitoring phase to improve the performance of employees. 


4. Rate

 Ratings are essential to identify the state of employee performance and implement changes accordingly.


5. reward

Recognising and rewarding good performance is essential to the performance management process, and employee engagement.


What we do


We work with organisations to solve issues pertaining to human performance.


We solve these issues by drawing on their skills in analysis, training design, project management, communication, and evaluation


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