Performance Management

Performance management should be an ongoing process, not a once-a-year event. When feedback is reserved only for annual reviews, it misses the opportunity to address issues or celebrate progress in real-time, which can lead to frustration, disengagement, or missed growth opportunities. Effective performance management is about continuous, open conversations that happen regularly, helping employees understand expectations, receive constructive feedback, and make improvements as they go. It creates a culture of support and development, where employees feel seen, heard, and motivated. Waiting a whole year to discuss performance is not management—it's neglecting the chance to guide and help employees thrive in the present.