Performance managing staff is not just a 'job description' it is becoming an increasingly important part of most businesses. While many companies may view this as 'perceived value' - an abstract and subjective assessment of the job done by a person - it is much more. It is actually an objective evaluation of a person's efficiency and effectiveness at meeting company objectives. This means the appraisal process includes a number of steps to ensure that the right person is selected for the right role within the organisation. While everyone is not qualified to perform all of these functions, there are key roles that can be completed by anyone. Managers are the most common employees in the performance management system team. With the huge number of managers now employed in many organisations, many managers are finding that it is becoming increasingly difficult to get into the role that they want or to maintain their current position. If you are seeking an alternative position within your organisation you will need to ensure you are able to demonstrate that you are a suitable and capable manager. One way of doing this is through the performance managing staff function. Many organisations make it mandatory for line managers to go through a short probationary period (often no longer than 6 months) before they can begin to work remotely. Probationary periods are designed to assess whether a candidate is suitable for the position. Whilst you may not have all the skills and experience of your peers, you should still be capable of performing the key duties of the role. Probationary tests allow managers to get a feel for the day to day challenges and obstacles that they will face while working remotely. These are typically supervised by one of two individuals who act as 'line managers'. By taking part in a probationary period you will be given the opportunity to learn about your employer's vision and mission statement, as well as the business practices and principles that are used at the organisation. You will also be asked to set some short, medium and long term goals. It is vital that you set some targets to aspire to so that you have something to strive towards once you have returned to work. Once you have accomplished your probationary period you will be required to undergo a performance management strategy audit. This is conducted by a member or senior manager of your employer's contact centre. During this stage you will be required to demonstrate your ability to meet defined objectives. You will be asked a series of questions regarding your past performance and how you intend to exceed your current performance in order to achieve specific objectives. For example, you may be required to show that you have kept up to date with appointments, commitments and follow-ups. Once the probationary period has concluded, you will be required to undergo another appraisal process. This time you will be formally assessed against your personal management style, management effectiveness and commitment to your tasks. This is where the real performance management strategy training begins. Your performance against the previous objectives set will be compared to your performance against new objectives set. This will highlight any changes that are required to be made to your approach to achieving success. Once you have been officially assessed, it is time to start developing your performance management strategy. It is usual for the manager of the centre receiving feedback to make adjustments to their staff performance management plans. These adjustments could be in terms of behaviour and attitudes, or it could be a change in the contact centre's strategy or development plans. The key is that you take responsibility for your own development and set your own targets. Leadership is a highly successful performance management strategy that many managers have implemented successfully. The most important part of a successful management plan however, is its implementation. Many organisations fail to implement their effective leadership plans because they either do not believe that they are effective or simply are unaware that they exist. If this applies to you then you should definitely review your organisation and its leadership skills. I have given you only one suggestion in this article but there are many other leadership skills that need to be addressed and practiced.