Discussion: Designing an Effective Performance Management Program To efficiently and effectively provide feedback to an employee, it is essential that you clearly communicate your expectations for the position as well as the roles and responsibilities associated with that position. Likewise, when an organization is in the design stage of its performance management program, it is essential for the responsible stakeholders to have a clear understanding of the outcomes the organization wishes to achieve with the program. In addition, stakeholders need to consider the alignment of the performance management program with the organization’s strategic plan, including its mission and vision, to maintain a consistent and congruent message to employees. Respond to two or more of your colleagues’ postings in one or more of the following ways: Ask a probing question, substantiated with additional background information, evidence, or research. Share an insight from having read your colleagues’ postings, synthesizing the information to provide new perspectives. Offer and support an alternative perspective using readings from the classroom or from your own research in the Walden Library. Validate an idea with your own experience and additional research. Make a suggestion based on additional evidence drawn from readings or after synthesizing multiple postings. Expand on your colleagues’ postings by providing additional insights or contrasting perspectives based on readings and evidence. Classmate 1: (Machele) “Inclusion of Mission, Goals, Vision, Values, and Strategies in Performance In developing performance management, there is a need to include the firm’s vision, values, goals, strategies, and mission. A performance management system can only work when it is in line with the firm’s strategies, vision, values, mission, and goals. Performance management process is developed by top management to help develop a sustainable performance culture which will drive the organization towards the attainment of both short term and long term goals. Performance culture can only be developed when the performance system is in line with the company’s vision and mission as this gives the organization desired direction (Chau Sum, 2008). Aligning the organization performance management procedure with the organization vision, goals, mission, and values simplifies and ensures that there is an open communication approach which brings about a collaborative channel that makes it easier for information to flow across the organization.” Classmate 2: (Barbie) “Designing an Effective Performance Management Program Organization success depends on a strategically designed performance management system which sets the purpose of the goals for each employee and the organization as a whole. However, in order to design an effective performance management program, it is imperative the organization develops the mission, vision, goals, values, and strategies from the top down in order for the organization’s performance management program to run effectively and efficiently.”