Research has found that while 86% of companies have some form of performance management in place, only 28% of them believe they are doing it well.

One common and major contributor to the low success rate is the poor positioning and communication of the process itself.

An effective performance management process must be well-designed, well-implemented, and finally, well-communicated. Communication must be transformational, not transactional. Helping your employees to embrace — not just understand — performance management depends on your ability to connect the dots, and make it meaningful to them.