In general, having more and better knowledge of the performance management system leads to greater employee acceptance and satisfaction. Organizations often design a communication plan to ensure that information regarding the performance management system is disseminated widely in the organization.

A good communication plan answers the following questions: What is performance management? Answering this question involves providing general information about performance management and the goals of the system. How does performance management fit into our strategy? To answer this question, we should provide information on how the performance management system will help accomplish strategic goals.

What is in it for me? A good communication plan describes the benefits of implementing performance management for all those involved. How does it work? Answering this question entails explaining when meetings will take place, what the purposes of each meeting are, and when decisions about rewards will be made.

What are my responsibilities? The communication plan should include information on the role and responsibilities of each person involved at each stage of the process. For example, it includes a description of the employees’ and supervisors’ main responsibilities in the performance management process.

How is performance management related to other initiatives? The communication plan should include information on the relationship between performance management and other initiatives and systems, such as training, promotion, and succession planning. Even if a communication plan answers most of the important questions, people have cognitive biases that can still impact acceptance.