The Process

Defining performance management means defining performance first. At Eastman, performance equals the results plus the behaviors. Inputs to the performance management process include:

• Job expectations
  
• Current year goals
• Competencies and behaviors
• Development plan
  

The performance management process is in its third year. The process enables the company to evaluate employees and determine what they need to keep the company working as a high-performance organization. Managers are starting to see the value of the process, and it shows. Their yearly Gallup employee engagement survey indicates that the dialogue is getting better and more open, and managers are starting to understand what their people want and need.

The Future

Phase One was developing a Leadership Development System (LDS), of which performance management was a part. Phase Two will include integrating every process within the Leadership Development System and creating one technology solution. This will enable the entire process to be brought together and made simple so it can be placed into the work flow and not be disruptive. Nothing new is going to be introduced and the focus will be on better execution, understanding, and integration into the manager’s job.  The ultimate vision of the LDS is to get the right people in the right jobs, with the right skills, working on the right things, within the right environment.