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The Strathmore Performance Management System helps every member of staff set clear goals, reflect on their progress, and have meaningful conversations with their supervisors — all in one place.
“What gets measured gets managed — but what gets discussed gets improved.”
The spirit of good performance management
Performance management here is a continuous conversation, not a once-a-year form. Four steps keep it clear.
Agree clear, measurable objectives with your supervisor at the start of the cycle.
Reflect on progress halfway through, capture wins and blockers, and note any training needs.
Rate how well you delivered on each objective and add evidence in your own words.
Sit down with your supervisor to align on the outcome and plan the next steps together.
A few habits that turn an appraisal from a chore into something genuinely useful.
Swap “did well on projects” for “delivered the enrolment portal two weeks early.” Evidence beats adjectives.
Jot down wins and lessons as they happen — self-assessment is easy when you are not relying on memory.
Flag the skills you want to build. The mid-year check-in is the moment to raise training needs.
The agreed score matters less than the conversation. Come ready to listen and to be heard.
Sign in with your Strathmore credentials to view your objectives, track progress and prepare for your review.
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