Regular communication between the manager and employee is critical during the managing phase of the performance management cycle. Through formal and informal conversations, both parties are kept abreast of progress toward the successful completion of goals and expectations. These discussions also enable the manager to provide timely feedback and coaching as the year unfolds. Because the performance cycle spans several months, it is important for managers and employees to keep track of key performance highlights and challenges that occur during the year. These notes will help immensely when it's time to prepare the annual review.

Forms & Resources

• Performance Improvement Plan

Best Practices

• Keep notes in a journal or other system (e.g., tickler file) to record significant performance occurrences during the year
• Let employees know that you wish to regularly communicate throughout the year (both formally and informally) and demonstrate that commitment by being proactive and engaged when interacting
• Monitor progress on goals, and be open to adjusting goals if circumstances warrant
• Schedule one-on-one meetings with employees at least monthly to formally discuss performance
• Conduct a mid-year performance evaluation

Brown Bag Sessions

• Coaching