Performance management often has a negative connotation as it is sometimes associated with dismissals and negative criticism. With the correct skills, managers are able to provide feedback positively and use performance management as an important process for each individual with significant impact.

Performance management is finding the balance between developing an employee and achieving company goals. Managing employees well ensures that performance is also managed well.

Performance management is about people and not about the system or the process – employees need a definite understanding of what is expected and assistance in meeting those expectations.

In my opinion, giving constructive feedback is one of the most important aspects of the performance management process. Giving constructive feedback is, in fact, a skill that does not only need apply to performance management.
Feedback should always be constructive.
Don’t be too critical or focus only on the negatives.
Focus on one issue at a time and include positive and negative feedback.
Wait for the person to “digest” and respond to the feedback. Allow the person to ask questions.
Make suggestions that are actionable and that could change future behaviour.
Don’t avoid problems. Address the issue and be honest.

Set clear expectations with clear objectives and outcomes.
Monitor performance regularly.
Give objective feedback using non-judgmental language.
Offer support.
Acknowledge good performance.
Have a performance management system in place.
Address discipline issues.
Get buy-in from employees.
Attending to poor performance needs to be done timeously. Don’t wait until annual review time. Performance management is not just an annual process but should be consistent throughout the year.