Too many employers consider performance management a one-time meeting at the end of the fiscal year. Perhaps the manager and employee share a cup of coffee (either in person or virtually ...

Match the goals you gave the employee in his job description against his results to determine his ultimate performance. This could include parameters such as meeting revenue goals for a department ...

Start with a one-on-one meeting with the employee. Approach the conversation with empathy and a focus on understanding. Express your concern about the recent changes in performance and ask if any ...

3. “You have excellent time management skills, meeting deadlines even during our busiest periods.” Why it helps: Time management is a valuable skill. Commending the employee this way makes for an ...

To keep employees on track, schedule monthly one-hour review meetings with each team member. Start with a 10-minute personal check-in, then move into a discussion of performance scenarios ...