? performance management process emphasize its benefits, and encourage employees to take ownership of their own performance and development. ? Conduct short, regular meetings to discuss and record milestones, accomplishments, successes and challenges as they occur, when details are fresh in both your minds. This will allow you to better monitor progress on goals, and provide coaching as required. ? ? annual performance review meeting to review the achievements, setbacks, development and training that have already been discussed throughout the year — and then use this information to establish goals and a development plan for the coming year. ? Check-in on goal progress ? Deliver regular positive and constructive feedback. ? Communicate and revisit performance expectations ? Coach your employees in a way that strengthens two-way communication and reinforces desired behaviors ? Support your employees' professional and career development