Every successful performance management strategy depends on effective communication. It’s important to keep employees in the loop on what needs to be done, who is responsible, and the final results. During regular meetings, managers should focus on exploring what the employee has learnt and their contributions to multiple teams, rather than just their individual performance. It’s also key to provide feedback on a regular and early basis for the best results.

While transformation can happen at a local level, it only occurs when the tone is set at the top level. To help employees achieve transformation, you’ll need to incorporate performance management and regular feedback into your company’s culture. Developing this culture will create room for social feedback, regular check-ins, a clear connection between performance and goals, continual development opportunities, and peer recognition.

By actively and continuously demonstrating your commitment to your workforce - in ways that are meaningful to employees, will lead to better employee motivation. Surprisingly, money is not a top driver for performance; instead, employees consider empowerment, development, and self-direction as more important motivating factors.