--- title: The Key to Performance Management on the Front Line description: As a supervisor, the feedback process of performance management is critical to your success and that of your direct reports. image: https://blog.amequity.com/hubfs/Imported_Blog_Media/istock-875025148_lr0de756ff912449ed916c2f236c487749-Jun-17-2022-07-21-04-75-PM.jpg --- - [Report a Claim](https://www.amequity.com/report-a-claim) - [Member Login](https://www.amequity.com/log-in) [![Amequity](https://blog.amequity.com/hs-fs/hubfs/raw_assets/public/Amequity_Feb2022/images/AEU-full-logo-color.png?width=252&height=81&name=AEU-full-logo-color.png "Amequity")](https://www.amequity.com/) - [Coverage](https://www.amequity.com/coverage) - Resources - [Safety Resources](https://www.amequity.com/resources/safety-resources) - [Claims Resources](https://www.amequity.com/resources/claims-resources) - [Medical Management Resources](https://www.amequity.com/resources/medical-management-resources) - [Leadership Training](https://www.amequity.com/resources/leadership-training) - [Advisory Services](https://www.amequity.com/resources/advisory-services) - [Events](https://www.amequity.com/events) - [Blog & Podcast](https://blog.amequity.com/) - [Join Our Mailing List](https://www.amequity.com/join-our-mailing-list) - Who We Are - [About AEU](https://www.amequity.com/who-we-are/about-aeu) - [Newsroom](https://www.amequity.com/who-we-are/newsroom) - [Leadership](https://www.amequity.com/who-we-are/leadership) - [Careers](https://www.amequity.com/who-we-are/careers) - [Contact](https://www.amequity.com/contact) Longshore Insider All other pages Jun 08, 2020 # The Key to Performance Management on the Front Line ![The Key to Performance Management on the Front Line](https://blog.amequity.com/hubfs/Imported_Blog_Media/istock-875025148_lr0de756ff912449ed916c2f236c487749-Jun-17-2022-07-21-04-75-PM.jpg) [In an earlier blog post, we outlined a process that can be used for](http://www.aeulead.com/blog/article/coaching-employees-in-labor-intensive-industries) [coaching employees](http://www.aeulead.com/blog/article/coaching-employees-in-labor-intensive-industries). As a brief overview, the AEU LEAD coaching model has three distinct objectives: - Communicate expectations - Ensure understanding - Gain alignment between expectations and outcomes This model is highly dependent upon interaction and engagement with direct reports. It’s an ongoing process intended to clarify expectations and verify alignment between them and outcomes. As a continuation of the earlier [article on coaching](http://www.aeulead.com/blog/article/coaching-employees-in-labor-intensive-industries), this article covers *performance management*. Closely related and often confused, coaching and performance management are separate functions, with different processes and purposes.   ### **What’s the difference between coaching and performance management?** Coaching is a process used to provide direction, ensure understanding, and gain alignment on expectations and desired outcomes involving a *task*. It’s a highly collaborative, ongoing process that’s often casual and informal. Coaching answers questions regarding the task at hand. Examples include, but aren’t limited to: - What does the scope of work involve? - When is it needed? - What precautions should I take? - Where do I store project materials? - Do field modifications require authorization? - How do I contact the client? Performance management involves a feedback process involving an *individual*. It’s intended to reinforce or modify actions and behaviors. Typically, performance management is a bit more structured and involves a degree of formality that coaching doesn’t. Performance management answers questions regarding the individual: - How am I doing? - Am I meeting expectations? - What are my strengths? - Where do you see opportunities for me to improve? - What are the specific actions I need to take? - What’s the timeframe for needed improvements? - What sort of support can I get to help me make needed improvements? - What are the consequences of not making the needed improvements? ### **Performance management is essential for the long-term success of employees** As noted, performance management practices are often structured and administered at regular intervals. Many organizations have written policies that clearly outline processes to follow, including expectations involving documentation and filing. As a supervisor, it’s critically important that you know and understand how feedback is to be provided to direct reports. It’s also important that you follow prescribed frequencies for doing so. Not only is performance management essential for employees to succeed, but it’s also a differentiator for organizations. Those who do it well have a clear competitive advantage over those that don’t. As a supervisor, give the process and the performance of the individual the attention deserved. Be honest and transparent in the feedback you provide. While the process of doing so may be awkward and difficult at times, it’s a necessary means of overcoming barriers that limit personal growth involving the employee. More than anything, remember the process is intended to help. Done properly, it conveys a message of caring. Over time, it demonstrates your capacity to lead people, not just manage tasks or processes. *This article originally appeared in the [AEU LEAD blog](https://www.aeulead.com/blog) on June 3, 2019.* [![Need Longshore Coverage? Click Here](https://no-cache.hubspot.com/cta/default/21001141/4124b689-df59-4626-adb4-e97478e404ba.png)](https://cta-redirect.hubspot.com/cta/redirect/21001141/4124b689-df59-4626-adb4-e97478e404ba) ### Share: - [![Tell a Friend](https://blog.amequity.com/hubfs/raw_assets/public/Amequity_Feb2022/images/share-icon.png)](mailto:?&subject=The%20Key%20to%20Performance%20Management%20on%20the%20Front%20Line&body=https://blog.amequity.com/longshore-insider/article/the-key-to-performance-management-on-the-front-line) - ![Post to LinkedIn](https://blog.amequity.com/hubfs/raw_assets/public/Amequity_Feb2022/images/linkedin-icon.png) - ![Share to Facebook](https://blog.amequity.com/hubfs/raw_assets/public/Amequity_Feb2022/images/facebook-icon.png) - ![Share on Twitter](https://blog.amequity.com/hubfs/raw_assets/public/Amequity_Feb2022/images/Twitter-icon.png) ## About the Author The American Equity Underwriters, Inc. (AEU) delivers specialized coverage and risk management solutions to waterfront employers across the United States. As an industry leader in U.S. Longshore and Harbor Workers’ Compensation (USL&H), AEU also provides state act workers’ compensation, Maritime Employers’ Liability (MEL), marine general liability, and automobile liability for waterfront employers. AEU provides services such as claims handling, loss control, and underwriting, as well as longshore consulting and leadership training to help businesses protect their people and manage risk with confidence. ## Related Topics [Leadership](https://blog.amequity.com/longshore-insider/article/tag/leadership) ## More Resources Oct 15, 2024 #### [Respect: The Key To Effective Frontline Leadership | SOS Podcast](https://blog.amequity.com/longshore-insider/article/respect-the-key-to-effective-frontline-leadership-sos-podcast) Sep 17, 2024 #### [Recognizing and Responding to Bad Habits Impacting Workforce Performance | SOS Podcast](https://blog.amequity.com/longshore-insider/article/recognizing-and-responding-to-bad-habits-impacting-workforce-performance-sos-podcast) Aug 20, 2024 #### [Providing for Your Employees' Basic Needs | SOS Podcast](https://blog.amequity.com/longshore-insider/article/providing-for-your-employees-basic-needs-sos-podcast) May 21, 2024 #### [How to Prepare for and Lead a Group Presentation | SOS Podcast](https://blog.amequity.com/longshore-insider/article/how-to-prepare-for-and-lead-a-group-presentation-sos-podcast) Apr 16, 2024 #### [Defining, Developing, and Demonstrating Social Intelligence | SOS Podcast](https://blog.amequity.com/longshore-insider/article/defining-developing-and-demonstrating-social-intelligence-sos-podcast) ## Legal Disclaimer Views expressed here do not constitute legal advice. The information contained herein is for general guidance of matter only and not for the purpose of providing legal advice. Discussion of insurance policy language is descriptive only. Every policy has different policy language. Coverage afforded under any insurance policy issued is subject to individual policy terms and conditions. Please refer to your policy for the actual language. 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