Performance evaluations primarily deal with the past whereas coaching focuses more on the future. Both practices are critical for maintaining a healthy work environment and actually go hand in hand. It is common for managers to feel like they don’t have time to perform regular reviews of their employees so when they do complete them, they feel like the task is completed. In fact, the manager is only halfway there. Grading an employee’s performance is only valuable if the results are then used to create a path to future success. To learn more, click here to join our webinar on Thursday, Nov. 21 at 1 p.m. We will discuss effective coaching and other best practices for conducting performance meetings.