{"id":15875,"date":"2025-02-07T06:58:03","date_gmt":"2025-02-07T06:58:03","guid":{"rendered":"https:\/\/www.hashmicro.com\/ph\/blog\/?p=15875"},"modified":"2026-03-10T06:06:30","modified_gmt":"2026-03-10T06:06:30","slug":"performance-management","status":"publish","type":"post","link":"https:\/\/www.hashmicro.com\/ph\/blog\/performance-management\/","title":{"rendered":"Performance Management: Definition, Methods, and Free Template"},"content":{"rendered":"<p><a href=\"https:\/\/papers.ssrn.com\/sol3\/papers.cfm?abstract_id=3851462\">A study<\/a> on performance management in the Philippines found that companies with strong performance management systems perform better, engage employees more, and drive higher productivity. Yet, many businesses still lack structured tracking and clear communication about performance expectations.<\/p>\n<p>Without a proper system in place, growth opportunities are missed, and companies struggle to align employee goals with business success. That\u2019s why businesses are implementing more effective performance management methods. Henceforth, this article will explore further into performance management.<\/p>\n<table style=\"border-collapse: collapse; background-color: #fffacd; border-radius: 25px 25px 25px 25px;\" width=\"100%\">\n<tbody>\n<tr>\n<td style=\"padding: 15px; border: none;\">\n<h3 style=\"margin-bottom: 10px;\"><span style=\"background-color: #990000; color: #ffffff; padding: 5px;\"><b>Key Takeaways<\/b><\/span><\/h3>\n<ul>\n<li style=\"font-weight: 400;\"><a href=\"#performance-management-process\">Performance management helps<\/a> employees understand their goals and improve through regular feedback and clear expectations.<\/li>\n<li style=\"font-weight: 400;\"><a href=\"#methods\">Good methods include<\/a> setting goals, getting feedback from different people, coaching, and checking progress often.<\/li>\n<li style=\"font-weight: 400;\"><a href=\"#tips\">Regular check-ins and tracking<\/a> performance help employees grow, feel valued, and keep customers happy.<\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<div id=\"toc_group_article\" style=''>\r\n\t<p style='font-size:25px;font-weight:bold; margin-bottom:0px'>\r\n\t\tTable of Contents\r\n\t<\/p>\r\n\t<ul id=\"list_toc\" class='list_toc'><\/ul>\r\n<\/div>\r\n\r\n<div id=\"placeholder-toc\"><\/div>\r\n<div id=\"toc\">\r\n    <div class=\"header\">\r\n\t<span class=\"toc-title\" id=\"toc-title\">Content Lists<\/span>\t\r\n\t <i class=\"toc-icon\">\r\n        <svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"30\" height=\"30\" viewBox=\"0 0 24 24\" fill=\"none\" stroke=\"#000\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\" class=\"header-icon\">\r\n          <path d=\"m6 9 6 6 6-6\" \/>\r\n        <\/svg>\r\n      <\/i>\r\n\t<\/div>\r\n    <div class=\"list\">\r\n      <ul id=\"toc-list\"><\/ul>\r\n    <\/div>\r\n <\/div>\r\n\r\n<style>\r\n\/* Simple styling for the TOC *\/\r\n\t\r\n\t#toc ul li:last-child {\r\n    padding-bottom: 16px; \/* Adjust the value as needed *\/\r\n}\r\n\r\n.td-fix-index {\r\n\t transform: unset !important;\r\n     -webkit-transform: unset !important; \r\n}\r\n.footer-contact .td-fix-index {\r\n\t transform: translateZ(0) !important;\r\n     -webkit-transform: translateZ(0) !important; \r\n}\r\n\t.tdb_single_content .tdb-block-inner.td-fix-index{\r\n\t\tposition: static;\r\n\t}\r\n\t\r\n\r\n\t\r\n#toc {\r\n  background-color: #FFF;\r\n\tpadding: 17px 24px 20px 24px !important;\r\n  margin-bottom: 20px;\r\n\/*   border: 1px solid #9C171E; *\/\r\n  border-radius: 6px;\r\n\tdisplay: none;\r\n  max-width: 100%;\r\n  transition: .4s ease height;\r\n\tmargin-left: 0;\r\n\toverflow: hidden;\r\n}\r\n\r\n#toc .header{\r\n  display: flex;\r\n  align-items: center;\r\n  justify-content: space-between;\r\n\tbackground-color: transparent;\r\n}\r\n\t\r\n\t#toc.sticky .header{\r\n\t\tpadding: 4px 0;\r\n\t}\r\n\t\r\n.header p{\r\n  font-size: 18px !important;\r\n  font-weight: 600 !important;\r\n  color: #393939;\r\n   margin-bottom: 0;\r\n  \/* margin-top: 20px; *\/\r\n}\r\n\r\n.toc-icon{\r\n  float: right;\r\n\/*   visibility: hidden; *\/\r\n}\r\n\r\n\t.toc-title{\r\n\t\tmargin-right: auto;\r\n\/* \t\tpadding-left: 20px; *\/\r\n\t\tfont-weight: 600;\r\n\t\talign-self: center;\t}\t\r\n\r\n#toc ul {\r\n  list-style-type: none;\r\n  padding-left: 0;\r\n  padding-top: 20px;\r\n  margin-top: 0px;\r\n}\r\n\t\r\n#toc.sticky ul{\r\n\toverflow-y: auto;\r\n\tmax-height: 250px;\r\n\tmargin-top: 0px;\r\n\tpadding-top: 20px;\r\n\/* \tborder-top: 1px solid #d3d3d3; *\/\r\n}\r\n\t\r\n#toc ul li {\r\n\/*   margin-bottom: 10px; *\/\r\n  margin-bottom: 10px;\r\n\tmargin-left: 0;\r\n\ttransition: .2s ease;\r\n\tcursor: pointer;\r\n}\r\n\t\r\n\t#toc.sticky ul li {\r\n\t  margin-right: 10px;\r\n\t}\r\n\t\r\n.td-post-content #toc-list li a:hover, .td-post-content #toc-list a.active{\r\n\tbackground-color: #FFF;\r\n\/* \tpadding: 8px 16px 8px 16px; *\/\r\n\tpadding: 4px 16px 4px 16px;\r\n\tborder-radius: 6px;\r\n\tcolor: #9c171e !important;\r\n\tfont-weight: 600 !important;\r\n}\r\n\t\r\n\t.td-post-content #toc-list li:hover a, .td-post-content #toc-list a.active{\r\n\t\tcolor: #9C171E !important;\r\n\t\tfont-weight: 600 !important;\r\n\t}\r\n\t\r\n.td-post-content #toc-list a.active{\r\n\tfont-weight: bold !important;\r\n\tcolor: #9C171E !important;\r\n}\r\n\t\r\n#toc a, .td-post-content #toc-list a {\r\n  text-decoration: none;\r\n  color: #ea1717 !important;\r\n  transition: .2s ease;\r\n\tfont-weight: 400 !important;\r\n\tdisplay: block;\r\n\t\r\n\tpadding: 4px 16px 4px 0;\r\n}\r\n\r\n#toc.sticky {\r\n  position: fixed;\r\n\/*   top: 73px; *\/\r\n\tbottom: 0;\r\n  z-index: 100; \r\n  box-shadow: 0 2px 5px rgba(0,0,0,0.1); \r\n\twidth: 100%; \r\n\tbackground-color: #FFF;\r\n\/* \tbackground-color: #FFF1F1; *\/\r\n\tborder-bottom: 1px solid #ea1717;\r\n\/*   border: 1px solid #393939; *\/\r\n  box-shadow: 0px 0px 14px 0px #00000040;\r\n  cursor: pointer;\r\n\tanimation: fadein .3s ease;\r\n\tpadding: 12px 16px !important;\r\n}\r\n\t\r\n\t.fadein{\r\n\t\tanimation: fadein .3s ease;\r\n\t}\r\n\t\r\n\t.fadeout{\r\n\t\tanimation: fadeout .3s ease;\r\n\t}\r\n\t\r\n\t\r\n\t@keyframes fadein{\r\n\t\t0% {\r\n\t\t\topacity: 0;\r\n\t\t}\r\n\t\t100%{\r\n\t\t\topacity: 1;\r\n\t\t}\r\n\t}\r\n\t\r\n\t@keyframes fadeout{\r\n\t\t0% {\r\n\t\t\topacity: 1;\r\n\t\t}\r\n\t\t100%{\r\n\t\t\topacity: 0;\r\n\t\t}\r\n\t}\r\n\r\n\t\r\n#toc.sticky .header p{\r\n\tmargin-bottom: 10px;\r\n\tmargin-top: 10px;\r\n}\r\n\r\n#toc.sticky .toc-icon{\r\n  visibility: visible;\r\n\/* \ttransition: 0.4s ease; *\/\r\n}\r\n\t\r\n\t.toc-icon{\r\n\t\talign-items: center;\r\n    \tdisplay: flex;\r\n\t}\r\n\t\r\n\tsvg.header-icon{\r\n\/* \t\tbackground-color: #9c171e; *\/\r\n\t\tbackground-color: #FFF;\r\n\t\tborder-radius: 30px;\r\n\t\tpadding: 5px;\r\n\t}\r\n\r\n#toc.sticky .list{\r\n\/*   max-height: 0; *\/\r\n  transition: height 0.4s ease;\r\n}\r\n\t\r\n\t#toc .list{\r\n\/*   max-height: 0; *\/\r\n  transition: height 0.4s ease;\r\n}\r\n\r\n#toc .header.active .toc-icon{\r\n\ttransform: rotate(0deg); \r\n\topacity: 1;\r\n}\r\n\r\n\t#toc .header.active + .list {\r\n\t  max-height: 200px; \/* Adjust this value as needed *\/\r\n\t  opacity: 1;\r\n\t}\r\n\t\r\n\t#placeholder-toc{\r\n\/* \t\tdisplay: none; *\/\r\n\t}\r\n\t\r\n\t@media (min-width: 768px) and (max-width: 991px){\r\n\t\t#toc.sticky{\r\n\/* \t\t\ttop: 104px; *\/\r\n\t\t\tbottom: 0px;\r\n\t\t}\r\n\t\t\r\n\t\t#toc{\r\n\t\t\twidth: unset !important;\r\n\t\t}\r\n\t}\r\n\t\r\n\t@media (max-width: 767px){\r\n\t\t#toc{\r\n\t\t\twidth: 100% !important;\r\n\t\t\tdisplay: inline-block;\r\n\t\t}\r\n\t\t\r\n\t\t#toc.sticky{\r\n\t\t\twidth: 84% !important;\r\n\/* \t\t\ttop: 81px; *\/\r\n\t\t\tbottom: 60px;\r\n\t\t\tmargin-left: auto;\r\n\t\t\tmargin-right: auto;\r\n\t\t\tpadding: 0 16px;\r\n\/* \t\t\tright: 5%; *\/\r\n\t\t}\r\n\t}\r\n<\/style>\r\n\r\n<style>\r\n\t#list_toc li {margin-bottom: 0;margin-top: 5px;}\r\n\t#list_toc > li > ul {padding-left: 20px;margin-bottom: 0;}\r\n\t#list_toc{height:max-content;transition:ease-in-out}\r\n\t#list_toc li {margin-bottom: 0;margin-top: 5px;}\r\n\t#list_toc_float li.active > a {color:#b1252d;background: #ffe1e3;}\r\n\t#list_toc_float li a {padding:3px 7px}\r\n\t#list_toc_float li a {\r\n\t\tdisplay: block;\r\n\t\tcolor:#000;\r\n\t\tmargin-bottom: 10px;\r\n\t\ttransition:all 0.2s ease-in-out;\r\n\t\tfont-size:15px\r\n\t}\r\n\t#list_toc_float li{list-style:none;list-style-position:inside; margin-left:0;}\r\n\t#list_toc_float a:hover{color:#b1252d;}\r\n\t\r\n\t#list_toc_float li a{margin-bottom:0px}\r\n\t#toc_group_float{\r\n\t\tline-height: 24px;\r\n\t\tmax-height: calc(100vh - 100px);\r\n\t\toverflow: auto;\r\n\t\tz-index: 99;\r\n\t\tdisplay:none!important;\r\n\t\tbackground:#fff;\r\n\t\ttransition:all 0.5s linear\r\n\t}\r\n\t\r\n\t@media (min-width:1019px){\r\n\t\t#toc_group_float {\r\n\t\t\tdisplay:block!important;\r\n\t\t\t}\r\n\t\t\t\t#toc_group_article {\r\n\t\t\tdisplay:none;\r\n\t\t}\r\n\t}\r\n\t\r\n\t@media (max-width:768px){\r\n\t\t#toc_group_article {\r\n\t\t\tdisplay:none;\r\n\t\t}\r\n\t}\r\n\t\r\n\t \/* custom scrollbar style *\/\r\n::-webkit-scrollbar {\r\n    width: 7px;\r\n}\r\n::-webkit-scrollbar-track {\r\n    background: #d7a2a4;\r\n}\r\n::-webkit-scrollbar-thumb {\r\n    background: #b1252d;\r\n    border-radius: 15px;\r\n}\t\t\r\n\r\n<\/style>\r\n\r\n<script>\r\n\tdocument.addEventListener('DOMContentLoaded', function() {\r\n\t\t\/\/ Function to handle click on all <a> elements with href starting with #\r\n\t\tfunction handleTitleClick(event) {\r\n\t\t\tevent.preventDefault();\r\n\t\t\tconst targetId = this.getAttribute('href').substring(1);\r\n\t\t\tconst targetElement = document.getElementById(targetId);\r\n\r\n\t\t\tif (targetElement) {\r\n\t\t\t\tconst headerHeight = document.querySelector('#toc .header').offsetHeight;\r\n\t\t\t\tconst navbarHeight = document.getElementById('tdi_34') ? document.getElementById('tdi_34').offsetHeight : 0;\r\n\t\t\t\tconst windowHeight = window.innerHeight;\r\n\t\t\t\tconst targetOffset = targetElement.offsetTop;\r\n\t\t\t\tconst scrollTo = targetOffset + (windowHeight \/ 2) + (headerHeight) - navbarHeight - 40;\r\n\r\n\t\t\t\twindow.scrollTo({\r\n\t\t\t\t\ttop: scrollTo,\r\n\t\t\t\t\tbehavior: 'smooth'\r\n\t\t\t\t});\r\n\t\t\t}\r\n\t\t}\r\n\r\n\t\t\/\/ Add event listener for all <a> elements in toc-list and list-toc\r\n\t\tconst titleLinks = document.querySelectorAll('#toc-list a, #list_toc a');\r\n\t\ttitleLinks.forEach(link => {\r\n\t\t\tlink.addEventListener('click', handleTitleClick);\r\n\t\t});\r\n\t});\r\n<\/script>\r\n\r\n<!-- ToC List for mobile -->\r\n<script>\r\n \/\/ Generate TOC based on headings\r\ndocument.addEventListener(\"DOMContentLoaded\", function() {\r\n  \/\/ Get the element that will contain the TOC\r\n  const tocList = document.getElementById('toc-list');\r\n\r\n  \/\/ Get the element with class 'td-post-content'\r\n  const article = document.querySelector('.td-post-content');\r\n\r\n  \/\/ Find all h2 elements within the article\r\n  const headers = article.getElementsByTagName('h2');\r\n\r\n  \/\/ Loop through the h2 elements and create a list item for each one\r\n  for (let i = 0; i < headers.length; i++) {\r\n    const header = headers[i];\r\n    const headerText = header.textContent;\r\n\/\/     const headerId = 'header-' + i;\r\n    const headerId = headerText\r\n    .toLowerCase()\r\n    .trim()\r\n    .replace(\/[^\\w\\s-]\/g, '')  \/\/ hapus tanda baca\r\n    .replace(\/\\s+\/g, '-'); \/\/ ganti spasi jadi \"-\"\r\n\r\n    \/\/ Set an ID for the header if it doesn't have one\r\n    header.setAttribute('id', headerId);\r\n\r\n    \/\/ Create a list item for the TOC\r\n    const listItem = document.createElement('li');\r\n\r\n    \/\/ Create a link for the list item\r\n    const link = document.createElement('a');\r\n    link.setAttribute('href', '#' + headerId);\r\n    link.textContent = headerText;\r\n\r\n    \/\/ Append the link to the list item\r\n    listItem.appendChild(link);\r\n\r\n    \/\/ Append the list item to the TOC list\r\n    tocList.appendChild(listItem);\r\n  }\r\n});\r\n\r\n\/\/ Keep height and placement of content using placeholder in place of TOC\r\ndocument.addEventListener(\"DOMContentLoaded\", function() {\r\n  const toc = document.querySelector('#toc');\r\n  const placeholderToc = document.querySelector('#placeholder-toc');\r\n\r\n  function setPlaceholderHeight() {\r\n    placeholderToc.style.height = `${toc.offsetHeight}px`;\r\n  }\r\n\r\n  \/\/ Set the initial height of the placeholder\r\n  setPlaceholderHeight();\r\n\r\n  \/\/ Update the height on window resize\r\n  window.addEventListener('resize', setPlaceholderHeight);\r\n});\r\n  const tocTitle = document.querySelector('#toc-title');\r\n\r\n\/\/ Sticky TOC and update heading\r\ndocument.addEventListener(\"DOMContentLoaded\", function() {\r\n  const toc = document.querySelector('#toc');\r\n  const footer = document.querySelector('.td-footer-template-wrap');\r\n  const tocParent = toc.parentElement;\r\n  const divTop = tocParent.getBoundingClientRect().top + window.pageYOffset;\r\n  const tocHeight = toc.offsetHeight;\r\n  const triggerPoint = divTop + tocHeight + 700;\r\n  const footerHeight = footer.offsetHeight;\r\n  const triggerFooterPoint = footer.getBoundingClientRect().top + window.pageYOffset - footerHeight - footerHeight - footerHeight;\r\n  const phtoc = document.querySelector('#placeholder-toc');\r\n  const headers = document.querySelectorAll('.td-post-content h2');\r\n  const navLinks = document.querySelectorAll('#toc-list a');\r\n\t\r\n\tconst panel2 = document.querySelector(\"#toc .list\");\r\n\tvar icon = document.querySelector(\".toc-icon\");\r\n\r\n  let activeLink = null; \/\/ Declare activeLink outside the loop\r\n\t\r\n  \/\/ Function to handle scroll and add\/remove .sticky class\r\n  function handleScroll() {\r\n    const windowTop = window.pageYOffset || document.documentElement.scrollTop;\r\n    let currentHeader = '';\r\n\r\n    \/\/ Highlight user progress as the heading comes\r\n    headers.forEach(header => {\r\n\t\tconst headerTop = header.offsetTop;\r\n\t\tconst headerHeight = header.clientHeight;\r\n\t\tif(window.innerWidth < 767){\r\n\t\t\ttocTitle.textContent = 'Table of Contents'; \/\/ Selalu pertahankan judul ini di mobile\r\n\t\t} else {\r\n\t\t\tif (window.scrollY >= (headerTop - headerHeight + 700)) {\r\n\t\t\t\tconst currentHeaderId = header.getAttribute('id');\r\n\t\t\t\tconst currentHeaderText = document.getElementById(currentHeaderId).textContent;\r\n\t\t\t\ttocTitle.textContent = currentHeaderText;\r\n\t\t\t\tcurrentHeader = currentHeaderId;\r\n\t\t\t}\r\n\t\t}\r\n\t});\r\n\r\n    navLinks.forEach(link => {\r\n      link.classList.remove('active');\r\n      if(currentHeader != '') {\r\n\t\t  if (link.getAttribute('href').includes(currentHeader)) {\r\n\t\t\t  link.classList.add('active');\r\n\t\t  }\r\n\t  }\r\n    });\r\n\r\n    \/\/ Update TOC title if sticky\r\n    if (windowTop > triggerPoint) {\r\n      if (!toc.classList.contains('sticky')) {\r\n        phtoc.style.display = \"block\";\r\n        toc.classList.add('sticky');\r\n        toc.style.width = `${tocParent.offsetWidth}px`; \/\/ Set width to match the parent element\r\n        toc.setAttribute('style', 'width: ' + tocParent.offsetWidth + 'px !important;');\r\n        toc.style.backgroundColor = \"#FFF\";\r\n\t\tpanel2.style.height = '0px';\r\n\t\t  icon.style.transform = \"rotate(180deg)\";\r\n\t\t  if(window.innerWidth < 767){\r\n\t\t\t  tocTitle.textContent = 'Table of Contents'; \/\/ Reset title\r\n       \t\t  toc.style.width = '150px'; \/\/ Set width to match the parent element\r\n\t\t  }\r\n      }\r\n      if (currentHeader) {\r\n        tocTitle.textContent = activeLink ? activeLink.textContent : \"\"; \/\/ Update title only if activeLink exists\r\n      }\r\n    } else {\r\n      toc.classList.remove('sticky');\r\n      phtoc.style.display = \"none\";\r\n      toc.style.width = 'unset'; \/\/ Reset to original width\r\n      toc.style.backgroundColor = \"#FFF\";\r\n      tocTitle.textContent = 'Table of Contents'; \/\/ Reset title\r\n\t\tpanel2.style.height = panel2.scrollHeight + \"px\";\r\n\t\ticon.style.transform = \"rotate(180deg)\";\r\n    }\r\n  }\r\n\r\n    \/\/ Attach the scroll event listener to the window\r\n    window.addEventListener('scroll', handleScroll);\r\n\r\n    \/\/ Initial call to handleScroll to set the correct state on load\r\n    handleScroll();\r\n});\r\n\t\r\n\t\/\/ Open toggle TOC\r\n\t  document.addEventListener(\"DOMContentLoaded\", function() {\r\n\t\tvar tocHeader = document.querySelector(\"#toc .header\");\r\n\t\tvar toc = document.querySelector(\"#toc\");\r\n\t\tvar icon = document.querySelector(\".toc-icon\");\r\n\t\tconst tocTitle = document.querySelector('#toc-title');\r\n\t\tconst tocs = document.querySelector('#toc.sticky');\r\n \t\tconst tocParent = toc.parentElement;\t\t  \r\n\r\n\t\t  tocHeader.addEventListener(\"click\", function() {\r\n\t\t\tvar panel = this.nextElementSibling;\r\n\t\t\tif (panel.style.height !== '0px') { \/\/ Check if height is not 0px\r\n\t\t\t  panel.style.height = '0px'; \/\/ Set height to 0 for full collapse\r\n\t\t\t  icon.style.transform = \"rotate(180deg)\";\r\n\t\t\t\tif(window.innerWidth > 768){\r\n\t\t\t\t\tif(!toc.classList.contains('sticky')){\r\n\t\t\t\t\t\ttoc.style.width = \"unset\";\r\n\t\t\t\t\t}\r\n\t\t\t\t\tif (toc.classList.contains('sticky')){\r\n\t\t\t\t\t\ttoc.style.width = '${tocParent.offsetWidth}px';\r\n\t\t\t\t\t\ttoc.setAttribute('style', 'width: ' + tocParent.offsetWidth + 'px !important;');\r\n\t\t\t\t\t}\r\n\t\t\t\t}\r\n\t\t\t\tif(window.innerWidth < 767){\r\n\t\t\t\t\ttoc.style.width = \"unset\"; \/\/ Reset width\r\n\t\t\t\t}\r\n\t\t\t\ttoc.style.backgroundColor = \"#FFF1F1\";\r\n\t\t\t} else {\r\n\t\t\t  panel.style.height = panel.scrollHeight + \"px\";\r\n\t\t\t  icon.style.transform = \"rotate(0deg)\";\r\n\t\t\t  toc.style.backgroundColor = \"#FFF\";\r\n\t\t\t  tocTitle.textContent = 'Table of Contents'; \/\/ Reset title\r\n\t\t\t\ttoc.style.paddingBottom = '24px';\r\n\t\t\t \tif(window.innerWidth < 767){\r\n\t\t\t\t\ttoc.style.width = `${tocParent.offsetWidth}px`; \/\/ Set width to match the parent element\r\n\t\t\t\t\ttoc.setAttribute('style', 'width: ' + tocParent.offsetWidth + 'px !important;');\r\n\t\t\t\t}\r\n\t\t\t}\r\n\t\t  });\r\n\r\n\t\t  \/\/ Close TOC when a link inside it is clicked\r\n\t\t  var tocLinks = document.querySelectorAll(\"#toc .list a\");\r\n\t\t  tocLinks.forEach(function(link) {\r\n\t\t\tlink.addEventListener(\"click\", function() {\r\n\t\t\t  var panel = document.querySelector(\"#toc .list\");\r\n\t\t\t  panel.style.height = '0px'; \/\/ Set height to 0 for full collapse\r\n\t\t\t  icon.style.transform = \"rotate(180deg)\";\r\n\t\t\t  toc.style.backgroundColor = \"#FFF\";\r\n\t\t\t});\r\n\t\t  });\r\n\t\t});\r\n\t\r\n\/\/ \tmake the heading at the center of the viewport\r\n\/\/ \tdocument.addEventListener('DOMContentLoaded', function() {\r\n\/\/     \/\/ Add click event listener to all links in the TOC list\r\n\/\/     document.querySelectorAll('#toc-list a').forEach(anchor => {\r\n\/\/         anchor.addEventListener('click', function (e) {\r\n\/\/             e.preventDefault(); 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work<\/a>. The main goal of performance management is to help people do their best at work. It also ensures their efforts support the organization\u2019s overall goals.<\/p>\n<p>Both private and public sectors commonly use this approach. In addition to setting objectives at the start of the evaluation period and assessing performance at the end, it\u2019s better to conduct regular feedback sessions throughout the year.<\/p>\n<h2><b>How HR Performance Management Works<\/b><\/h2>\n<p><span id=\"performance-management-process\">A good <a href=\"https:\/\/www.hashmicro.com\/ph\/blog\/talent-management\/\">performance management program<\/a> helps managers and employees stay on the same page about expectations, goals, and career growth while making sure everyone\u2019s work aligns with the company\u2019s bigger picture.<\/span><\/p>\n<p>It also helps allocate resources effectively within the company&#8217;s performance budget. Instead of just focusing on yearly reviews, performance management looks at how employees fit into the workplace as a whole, aiming for continuous improvement rather than perfection.<\/p>\n<p>For instance, a sales manager may set revenue targets for their team within a specific time frame. Instead of just assigning numbers, they also provide strategic guidance to help employees achieve their goals.<\/p>\n<h2><b>Benefits of Performance Management<\/b><\/h2>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-32032\" src=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Benefits-of-performance-management.webp\" alt=\"Performance management benefits\" width=\"1536\" height=\"1024\" srcset=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Benefits-of-performance-management.webp 1536w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Benefits-of-performance-management-300x200.webp 300w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Benefits-of-performance-management-1024x683.webp 1024w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Benefits-of-performance-management-768x512.webp 768w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Benefits-of-performance-management-630x420.webp 630w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Benefits-of-performance-management-150x100.webp 150w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Benefits-of-performance-management-696x464.webp 696w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Benefits-of-performance-management-1068x712.webp 1068w\" sizes=\"(max-width: 1536px) 100vw, 1536px\" \/><\/p>\n<p>Supporters of performance management argue that it not only helps companies achieve their objectives but also enhances job satisfaction for employees, ultimately leading to better retention rates.<\/p>\n<h2><b>Methods of Performance Management<\/b><\/h2>\n<p><a href=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/hr-performance-management.webp\"><img decoding=\"async\" class=\"aligncenter size-full wp-image-15883\" src=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/hr-performance-management.webp\" alt=\"hr performance management\" width=\"1200\" height=\"675\" srcset=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/hr-performance-management.webp 1200w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/hr-performance-management-300x169.webp 300w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/hr-performance-management-1024x576.webp 1024w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/hr-performance-management-768x432.webp 768w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/hr-performance-management-747x420.webp 747w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/hr-performance-management-150x84.webp 150w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/hr-performance-management-696x392.webp 696w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/hr-performance-management-1068x601.webp 1068w\" sizes=\"(max-width: 1200px) 100vw, 1200px\" \/><\/a><span id=\"methods\">Selecting the right performance management approach can drive continuous improvement, support employee growth and development, and ultimately enhance their contributions to your organization\u2019s success. Below are some key performance management methods explained.<\/span><\/p>\n<h3><b>1. Goal Setting<\/b><\/h3>\n<p>One of the most effective performance management strategies is setting <b>SMART<\/b> (Specific, Measurable, Achievable, Relevant, and Time-bound) goals. This approach provides employees with clear direction, motivation, and a sense of purpose.<\/p>\n<p>Managers and employees can collaborate to set different types of SMART goals based on business needs and individual growth:<\/p>\n<ul>\n<li><b>Performance Goals<\/b> \u2013 Focused on meeting specific job responsibilities and achieving key deliverables.<\/li>\n<li><b>Development Goals<\/b> \u2013 Aimed at improving skills and competencies that prepare employees for career advancement.<\/li>\n<li><b>Stretch Goals<\/b> \u2013 Designed to push employees beyond their comfort zones, encouraging them to take on new challenges and enhance their capabilities.<\/li>\n<\/ul>\n<h3><b>2. Continuous Performance Management<\/b><\/h3>\n<p>This method is an ongoing approach where managers and employees regularly discuss work performance and goals throughout the year. Instead of limiting feedback to annual reviews, managers provide real-time, constructive input alongside goal-setting and frequent check-ins.<\/p>\n<p>Frequent feedback builds trust and makes work relationships more open and honest. It also helps catch small problems before they turn into big ones, improves communication between team members and managers, and creates a workplace where people feel supported in their growth.<\/p>\n<h3><b>3. Management by Objectives (MBO)<\/b><\/h3>\n<p>Management by Objectives (MBO) is a performance management approach that evaluates how well an employee\u2019s work aligns with company goals. It helps managers assess job responsibilities, set clear objectives, and track progress to ensure employees are meeting expectations.<\/p>\n<p>Once goals are in place, managers collect and analyze performance data to see how employees are doing. Regular feedback helps employees understand their strengths and pinpoint areas for improvement. If they\u2019re struggling with certain tasks, they can ask for guidance and support.<\/p>\n<p>This method also helps HR identify skill gaps and training needs. Additionally, it gives insight into workload distribution\u2014whether employees can handle their tasks effectively or if adjustments, like delegating responsibilities, are necessary.<\/p>\n<h3><b>4. 360-Degree Feedback<\/b><\/h3>\n<p>360-degree feedback, also known as a 360 review, is a performance management method where employees receive input from multiple sources, including their manager, colleagues, and self-evaluations.<\/p>\n<p>Instead of relying solely on a manager\u2019s perspective, this approach provides a well-rounded view of an employee\u2019s performance. Additionally, the process of giving feedback to peers encourages employees to reflect on their own growth and development.<\/p>\n<p>While team members play a significant role in providing feedback, managers oversee the reports to identify key concerns or praise-worthy performance. The insights gathered can also guide employee training and development plans.<\/p>\n<h3><b>5. Performance Appraisals<\/b><\/h3>\n<p>Performance appraisals are one of the more traditional performance management methods, typically conducted on an annual, bi-annual, or quarterly basis. <a href=\"https:\/\/www.hashmicro.com\/ph\/blog\/performance-appraisal-form\/\">These structured one-on-one meetings<\/a> between an employee and their manager involve a comprehensive review of performance, highlighting strengths, weaknesses, and areas for improvement.<\/p>\n<p>Beyond just evaluation, performance appraisals help employees understand their career trajectory within the company and what steps they need to take for growth or promotion. When done effectively, they can lead to better employee retention over time.<\/p>\n<h3><b>6. Coaching<\/b><\/h3>\n<p>Coaching is a performance management approach that focuses on mentoring <a href=\"https:\/\/www.hashmicro.com\/ph\/blog\/employee-productivity\/\">employees to enhance their skills, knowledge, and overall performance<\/a> through one-on-one discussions. Rather than providing direct solutions, coaching encourages employees to think critically and develop their own answers.<\/p>\n<p>Since coaching requires specific skills, managers need proper training to guide employees effectively. Most organizations combine coaching with other performance management methods to create a well-rounded approach to employee development.<\/p>\n<h2><b>Common Steps to Performance Management<\/b><\/h2>\n<p><a href=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Strategic-performance-management-system.webp\"><img decoding=\"async\" class=\"aligncenter size-full wp-image-15882\" src=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Strategic-performance-management-system.webp\" alt=\"strategic performance management system\" width=\"1200\" height=\"675\" srcset=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Strategic-performance-management-system.webp 1200w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Strategic-performance-management-system-300x169.webp 300w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Strategic-performance-management-system-1024x576.webp 1024w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Strategic-performance-management-system-768x432.webp 768w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Strategic-performance-management-system-747x420.webp 747w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Strategic-performance-management-system-150x84.webp 150w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Strategic-performance-management-system-696x392.webp 696w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Strategic-performance-management-system-1068x601.webp 1068w\" sizes=\"(max-width: 1200px) 100vw, 1200px\" \/><\/a>While there are ready-made <a href=\"https:\/\/www.hashmicro.com\/ph\/blog\/performance-management-tools\/\">performance management software<\/a> solutions available, most organizations tailor their templates to fit their specific needs. However, effective performance management programs generally share a few key components, including:<\/p>\n<ul>\n<li><b>Aligning Employee Activities with Company Goals<\/b> \u2013 Employees should clearly understand how their roles contribute to the company\u2019s overall mission. Managers and employees should work together to define job responsibilities.<\/li>\n<li><b>Setting Clear Job Performance Outcomes<\/b> \u2013 Employees should know what their job produces, the processes involved, the impact of their work on the company, and how they should interact with colleagues, supervisors, and customers.<\/li>\n<li><b>Establishing Measurable Performance Expectations<\/b> \u2013 Employees should have input on how their success is measured. Expectations can include results (what they produce), actions (how they work), and behaviors (the attitude and values they demonstrate).<\/li>\n<li><b>Developing Career Growth Plans<\/b> \u2013 Employees should have opportunities to learn new skills and apply them in ways that benefit both themselves and the company.<\/li>\n<li><b>Holding Regular Check-ins<\/b> \u2013 Instead of relying only on an annual performance review, managers and employees should have ongoing discussions throughout the year to track progress and make necessary adjustments.<\/li>\n<\/ul>\n<h2><strong>Download a Simple Performance Review Template<\/strong><\/h2>\n<p><img decoding=\"async\" class=\" wp-image-33103 aligncenter\" src=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Screenshot-2026-03-10-125747-121x300.webp\" alt=\"\" width=\"282\" height=\"699\" srcset=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Screenshot-2026-03-10-125747-121x300.webp 121w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Screenshot-2026-03-10-125747-169x420.webp 169w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Screenshot-2026-03-10-125747-150x372.webp 150w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Screenshot-2026-03-10-125747.webp 274w\" sizes=\"(max-width: 282px) 100vw, 282px\" \/><\/p>\n<p>This simple performance review template covers the main sections companies usually need to evaluate employees clearly and consistently. Instead of creating a review form from scratch, you can use this template to speed up the appraisal process and keep every evaluation more organized.<\/p>\n<p>Here\u2019s what\u2019s inside the template:<\/p>\n<h3><strong>1. Employee information<\/strong><\/h3>\n<p>This section records basic details such as employee name, department, position, employee ID, review period, reviewer name, and last review date. It helps keep each evaluation documented properly.<\/p>\n<h3><strong>2. Performance characteristics evaluation<\/strong><\/h3>\n<p>This part measures core work areas like attendance, dependability, technical skills, punctuality, teamwork, honesty, communication, and work quality. Each category includes a rating and comments, so the review feels more specific and useful.<\/p>\n<h3><strong>3. Goals assessment<\/strong><\/h3>\n<p>This section tracks whether the employee achieved goals from the last review period and outlines goals for the next one. It helps managers connect performance discussions with clear improvement targets.<\/p>\n<h3><strong>4. Manager comments and approval<\/strong><\/h3>\n<p>Here, managers can summarize the employee\u2019s overall performance, highlight strengths, and note areas that still need improvement. This makes the review more balanced and actionable.<\/p>\n<h3><strong>5. Signature section<\/strong><\/h3>\n<p>The final part includes signatures from both the employee and reviewer, along with the date. This confirms that the review has been discussed and recorded properly.<\/p>\n<p>Download this template to make employee evaluations easier, more structured, and more professional. It is a practical format for businesses that want a simple review document ready to use.<\/p>\n<!-- shortcode 1 -->\r\n\r\n<div class=\"download-wrapper\">\r\n\t<p class=\"download-desc\">Download Performace Review Template<\/p>\r\n\t<button \r\n\t\tclass=\"downloadBtn\" \r\n\t\t\tpopup-content=\"template\" \r\n\t\t\tdata-link=\"https:\/\/docs.google.com\/spreadsheets\/d\/1D2lpQmT2y0EwQaH2qeLMddQST2D5cfiLSWYiwKl-A-c\/copy\">\r\n\t\t<img decoding=\"async\" class=\"icon-unduh\" src=\"https:\/\/www.hashmicro.com\/id\/blog\/wp-content\/uploads\/2024\/11\/icon-unduh.webp\">\r\n\t\tClick Here to Download the Template\t<\/button>\r\n<\/div>\r\n\n<h2><b>Tips for Conducting Performance Management<\/b><\/h2>\n<p><span id=\"tips\">Effective performance management requires the right strategies and continuous evaluation to ensure success. Here are some key tips to build a system that supports both employee growth and company goals.<\/span><\/p>\n<h3><b>1. Assess What\u2019s Working and What\u2019s Not<\/b><\/h3>\n<p>Before making any updates to your performance management process or tools, it\u2019s crucial to evaluate what\u2019s effective, what isn\u2019t, and the reasons behind it. HR should gather feedback from both employees and managers, collecting insights on their experiences and suggestions for improvement.<\/p>\n<p>Once this information is compiled, it can be presented to business leaders alongside research and industry data to support the need for change.<\/p>\n<h3><b>2. Selecting the Right Performance Management Approach<\/b><\/h3>\n<p>There are two primary methods of performance management: the <b>behavioral approach<\/b> and the <b>results-oriented approach<\/b>. Choosing the right one depends on the nature of the role being evaluated.<\/p>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-32044 size-full\" src=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Performance-management-approach.webp\" alt=\"Best Performance Management Approach\" width=\"1536\" height=\"1024\" srcset=\"https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Performance-management-approach.webp 1536w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Performance-management-approach-300x200.webp 300w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Performance-management-approach-1024x683.webp 1024w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Performance-management-approach-768x512.webp 768w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Performance-management-approach-630x420.webp 630w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Performance-management-approach-150x100.webp 150w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Performance-management-approach-696x464.webp 696w, https:\/\/www.hashmicro.com\/ph\/blog\/wp-content\/uploads\/2025\/02\/Performance-management-approach-1068x712.webp 1068w\" sizes=\"(max-width: 1536px) 100vw, 1536px\" \/><\/p>\n<p>To ensure effective performance management, it\u2019s essential to choose the approach that best suits the role. Additionally, as work environments evolve\u2014such as with the rise of remote and hybrid work models\u2014companies should reassess their performance management strategies.<\/p>\n<h3><b>3. Train and Support Managers<\/b><\/h3>\n<p>Managers are key players in the success of a performance management program. They are responsible for engaging, motivating, and helping employees grow. To ensure they fulfill this role effectively, HR should provide structured training on giving and receiving constructive feedback.<\/p>\n<p>Additionally, managers should be coached on how to establish an ongoing, open feedback loop with their teams, fostering a culture of continuous improvement.<\/p>\n<h3><b>4. Implement Continuous Performance Management<\/b><\/h3>\n<p><a href=\"https:\/\/www.wtwco.com\/en-us\/news\/2022\/12\/employers-are-reshaping-performance-management-and-pay-programs\" target=\"_blank\" rel=\"noopener nofollow\">A study by Willis Tower Watson<\/a> revealed that while 93% of organizations consider improving overall performance a key goal of performance management, less than half (44%) feel their current programs effectively achieve this objective.<\/p>\n<p>One major issue is the overreliance on annual performance reviews without regular follow-ups or one-on-one check-ins throughout the year. Without ongoing feedback and coaching, employees miss opportunities for growth and improvement.<\/p>\n<p>HR can play a crucial role in training managers to provide continuous, constructive feedback. This approach keeps employees motivated, helps identify and resolve issues early, and ensures that underperforming employees receive the necessary support and resources to improve.<\/p>\n<h2><b>Conclusion<\/b><\/h2>\n<p>Performance management keeps employees engaged, motivated, and aligned with company goals. Kapag may regular check-ins at clear expectations, mas madali for employees and businesses to grow together.<\/p>\n<p>Let\u2019s be real: managing performance manually takes too much time and doesn\u2019t always give you the full picture. Why stick to outdated methods when you can have a system that does the work for you? <a href=\"https:\/\/www.hashmicro.com\/ph\/blog\/top-hris-philippines\/\">With HR Software<\/a>, hindi mo na kailangang mag-effort mag-track ng performance, automated na lahat, real-time pa.<\/p>\n<h2><strong>Frequently Asked Questions on Performance Management<\/strong><\/h2>\n<ul class=\"bottom_faq\">\n<li>\n<details>\n<summary><strong>What are the main objectives of employee performance tracking?<\/strong><\/summary>\n<p>The goals include aligning individual tasks with company objectives, improving work quality through regular feedback, and identifying areas for skill development.<\/p>\n<\/details>\n<\/li>\n<li>\n<details>\n<summary><strong>How does workforce performance evaluation differ from performance appraisals?<\/strong><\/summary>\n<p>Workforce performance evaluation is an ongoing process of setting expectations and providing feedback, while appraisals are periodic reviews focused on past performance.<\/p>\n<\/details>\n<\/li>\n<li>\n<details>\n<summary><strong>How can staff development planning enhance employee motivation?<\/strong><\/summary>\n<p>It increases motivation by recognizing achievements, offering growth opportunities, and showing employees how their work contributes to company success.<\/p>\n<\/details>\n<\/li>\n<li>\n<details>\n<summary><strong>What role does technology play in talent performance oversight?<\/strong><\/summary>\n<p>Digital tools help track goals, provide real-time feedback, and analyze work progress, making performance oversight more accurate and efficient.<\/p>\n<\/details>\n<\/li>\n<\/ul>\n<p><script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [{\n    \"@type\": \"Question\",\n    \"name\": \"What are the main objectives of employee performance tracking?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"The goals include aligning individual tasks with company objectives, improving work quality through regular feedback, and identifying areas for skill development.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"How does workforce performance evaluation differ from performance appraisals?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"Workforce performance evaluation is an ongoing process of setting expectations and providing feedback, while appraisals are periodic reviews focused on past performance.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"How can staff development planning enhance employee motivation?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"It increases motivation by recognizing achievements, offering growth opportunities, and showing employees how their work contributes to company success.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"What role does technology play in talent performance oversight?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"Digital tools help track goals, provide real-time feedback, and analyze work progress, making performance oversight more accurate and efficient.\"\n    }\n  }]\n}\n<\/script><\/p>\n","protected":false},"excerpt":{"rendered":"<p>A study on performance management in the Philippines found that companies with strong performance management systems perform better, engage employees more, and drive higher productivity. Yet, many businesses still lack structured tracking and clear communication about performance expectations. Without a proper system in place, growth opportunities are missed, and companies struggle to align employee goals [&hellip;]<\/p>\n","protected":false},"author":14,"featured_media":15881,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[21],"tags":[],"class_list":{"0":"post-15875","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-hrm"},"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.6 (Yoast SEO v26.6) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Performance Management: Definition, Methods, and Free Template<\/title>\n<meta name=\"description\" content=\"Not sure when to use a proforma invoice? 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