Introduction It is necessary to note that performance management is a fascinating topic that has drawn the attention of many scholars. It can be described as a set of activities focused on the improvement of productivity, and its purpose is to ensure that the goals of the company are achieved. The demands of consumers are growing at rapid rates, and most firms are focused on the enhancement of their operations. Many techniques and methods were developed over the years, and they are often improved. It would be reasonable to examine a broad range of peer-reviewed articles and books on this subject matter and focus on the methods used in modern organizations. Discussion Many strategies and frameworks were suggested over the years, and it is necessary to examine some of them. For example, the corporate performance management model is focused on five principles. The author states that it is reasonable to determine a person that would be responsible for the whole process, and an office also must be deployed (Paladino 48). Another principle suggests that the strategy needs to be modified, and various tools may be used to communicate the changes. The third one is focused on the management of the plan. In other words, it is important to ensure that activities are aligned with the goals of the company. The next one devotes attention to the improvement of performance levels. Finally, the last principle suggests that available knowledge needs to be utilized and managed efficiently. The last principle is particularly interesting because many modern systems help with the process. One of the most significant aspects of the process is feedback. A manager should be aware of what methods must be used to deliver crucial information to the workers. The problem is that it may lead to anxiety, and other complications (Cardy and Leonard 144). Furthermore, it is important to establish a supportive atmosphere in the organization. One should be confident in the accuracy of assessments because it may affect the relationships with employees. It is suggested that performance management should be viewed as a top priority by supervisors because it is a central process that helps to reach particular goals and objectives (Gruman and Saks 123). Researchers suggest that work engagement is a key criterion that affects the performance of workers, and it is reasonable to adopt a model that is focused on this factor. Moreover, it needs to be managed efficiently to achieve the best possible results. Understandably, it is not an easy task to justify the expenses on such activities most of the time. However, data regarding the performance of employees may be collected and analyzed to determine the progress that has been made. It is imperative to understand that several techniques may be combined to increase the efficiency of the whole process. For instance, such tools as a balanced scorecard may be used, and affect strategy as a whole (De Waal 132). First of all, Key performance indicators must be introduced, and they should be closely connected with the strategy and missions of an enterprise. A scorecard needs to be updated when it is necessary, and it is important to set a budget. The proces