When should a manager primarily address gaps in performance?

Addressing gaps in performance is fundamentally about fostering improvement and collaboration between the manager and the employee. Seeking mutual agreement between both parties emphasizes a constructive and participatory approach to performance management. This method allows for an open dialogue where the employee can express their perspective, contributing to a more balanced and effective resolution of performance issues.

Engaging in a discussion to find common ground not only helps in addressing the specific gap but also strengthens the employee-manager relationship. It encourages the employee to take ownership of their performance and be more receptive to feedback and guidance. This collaborative approach can result in more sustainable performance improvements, as it involves commitment from both the employee and the manager towards achieving agreed-upon goals and strategies for enhancement.

In contrast, addressing performance issues immediately or during annual reviews may not allow for comprehensive understanding or resolution of the underlying issues, while simply discussing gaps in a routine meeting might lack the focused attention required for meaningful improvement. Thus, working towards a mutual agreement ensures that both parties are aligned and invested in the improvement process.