Among all the things that supervisors and managers do, the task they find most difficult is usually the performance review. Too often, the review results in defensiveness, produces a strained relationship with employees, and has a negative impact on job performance. It doesn’t have to be that way. Not if performance management is done on a year-round basis with sound goal setting and periodic, short-reviews of progress against goals.
Performance Management can produce better results if it’s something done with rather than to an employee. Greater involvement will result in greater commitment as employees take responsibility for their own performance improvement.