Keeping your eye on the business and improving employee performance at the same time can be a challenge; that is why performance management is so important in organizations. By its very definition, performance management contributes to the development of individuals and teams in order to achieve higher levels of organizational performance.

• Do you have the skills and ability to coach employees toward peak performance?

• Are employees clear on what is expected of them, do they have the tools to continuously upgrade their skills and develop their potential?

Employees may never reach their full potential until you first learn how to establish performance goals, clearly communicate expectations, identify the gaps between where an employee is today, the gains that are needed, and design a plan for how to get there.

Performance management can not be a once-a-year event to be ceremoniously concluded by the completion and filing of a form. What good does it do an organization to have completed forms that only document lack luster performance? True performance management is more than tracking and monitoring what is. It must become an everyday conversation and relationship building process that managers initiate to create what can be. The power of the process is realized when employees are clear about what