When it comes to performance management, the most important thing to remember is that it should always be ongoing and collaborative. Performance management should never be executed as one conversation a year. It is much more than an opportunity for management to lay out an employee’s strengths and weaknesses, then send them on their way. It is anything and everything that can be done to drive employee behavior in the right direction.

The fact is that annual performance evaluations on their own are not enough to develop employees' knowledge, skills, and abilities in a way that benefits the organization as a whole. One reason being that most performance evaluations fail to include core values in performance conversations. This means that performance management lacks a connection to the bigger picture – organizational strategy. At the moment, the factor that sets organizations apart from one another is human capital, so investing in employees drives corporate objectives. If done correctly, performance management can increase productivity and assist the organization in maintaining a sustainable competitive advantage.

Join Catherine Mattice Zundel, as she takes you through the process of developing an effective performance management system that aligns with your organization's culture, ensures management is properly coaching employees to improve, and utilizes forms and processes in a way that actually increases performance.