Performance at work


This is a broad term that involves several aspects with respect to the productivity of employees and managers in the organisation.


Performance does not only involve direct production and measurable output in the work context but rather implies the holistic approach to employee experience and impact in the organisation. Performance therefore in the broader context is the overall contribution to the advancement and attainment of organisational objectives.


Performance at work can easily be determined by the evaluating the performance of the whole organisation. How the organisation is doing collectively is an accurate indicator of the performance of the members in it. Another way of assessing performance at work is to compare the actual output and results versus the intended or planned outputs. In general, the measure of good performance at work is the attainment of expected results.


Employees’ performance at work is an aspect of strategic planning and management of the organisation. It is guided by the following steps;

  • Communication of what the organisation is trying to achieve

  • Alignment of day to day work that everyone is doing with strategy

  • Prioritisation of projects, products and services

  • Measure and monitor progress towards strategic targets

  • Make necessary change as informed by the monitoring and evaluation phase

While performance at work is concerned with the direct output produced, additional aspects of performance at work cover financial performance, effective resource use, customer value, satisfaction and retention, efficiency, quality of work, human capital and support to corporate culture. Regardless of the position and role that one plays in the organisation, there is value and appreciation for performance in stewardship, customer relations, support for internal processes and contribution to organisational learning and growth.


Performance at work is measured by Key performance indicators as they pertain to the roles and tasks assigned. For each objective of the organisation in each department, at least one performance indicator will be identified and tracked over time. Performance starts with performance planning where goals and objectives are established. Performance coaching supports employees in areas of improvement and a performance appraisal where individual performance is formally documented and feedback delivered.

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