Action plan

Guide to correctly plan the management of the organization. It is used to define goals, deadlines to achieve the objectives of a project and optimize performance at the individual and organizational level.

Typically, action plans are created after completing a Performance Appraisal. When the report interpretation process has finished, the next step is to create an action plan based on that feedback that was generated by the Manager and the Employee at their performance review meeting, the feedback meeting.

Each objective or improvement challenge can be broken down into small actions to make these goals more manageable and easy to achieve in addition to tracking each of these milestones and checking progress.

We also talk about it in our blog:

What is an Action Plan and when and how should it be created?

To take care of each person's career plan in an organization and ensure that we always have a succession plan prepared, we must work on individual action plans that are so agile that each supervisor and each appraisee have access whenever they want to follow up on them.

What to do after a Performance Appraisal

The professional appraisal process doesn't conclude once all participants have submitted their evaluations and the Human Resources Manager has reviewed the results. There's much more to be done in order to fully realize the benefits of providing feedback to our employees!

Work performance, does your team know its objectives?

Are you sure that your team knows what the objectives of the company are? How to communicate the changing objectives? We reflect on the keys to achieve the desired alignment between the corporate strategy and the work performance of employees.

Renew your Performance Appraisal process!

Are you still conducting performance appraisals as usual? It's time to revamp the concept to achieve the true desired outcome: creating a participatory culture where everyone works more effectively and happily.

Back to Dictionary