Many organizations focus on managing employee performance by way of only intervening when the performance is below standard or not meeting set KPIs or criteria, or at the annual ‘performance review’, which often, is a rushed last-minute affair or gets missed altogether.

Managing employee performance is something that should be done both formally and informally and regularly, ie. Daily, weekly, monthly… and so on. Managing good performance is just as important as managing poor performance, in fact, some would argue that it is more important, as it helps maintain strong results and encourages individuals and teams to do even better.

Your organization may have policies and procedures around ‘performance management’, however, alone they are merely instructions and parameters. Performance management needs to be part of your overall engagement strategy, part of your values and simply part of how you do business.