Rather than a set of predetermined “steps,” Performance Management is composed of four basic guiding elements that help optimize the fulfillment of employee responsibilities and workplace attitudes. Goal Setting: Employees should understand the “why” behind each goal, and how its achievement will help support both their own and the organization’s development. Communication: In short, the Performance Management process will dissolve without consistent communication between all individuals within the organization, from peers to superiors. Building relationships is critical to the success of this workplace practice. Reviews: Performance Management reviews should be casual, face-to-face conversations—not the dreaded yearly or quarterly meetings in the manager’s office. Employees should receive the needed feedback and feel safe to share any setbacks they are experiencing. Recognition: Employees want to feel appreciated and valued for the work they perform. Without recognizing individual contribution, managers risk losing employee motivation, buy-in and the open communication so crucial to Performance Management.