Managing associate performance can be in the form of written documentation for reporting the results, personal follow-up/open dialogue with that associate, constructive feedback, timely reviews, accurate assessments, direct and specific directional action tasks that have been accomplished, and what needs to be accomplished for future goal platforms.
Along with these items, you need assessment tools that determine upward mobility capabilities and strategic skills currently in place or underdeveloped ones needing attention, placement within current and ongoing organizational charts, open dialogue with direct supervisors, customer satisfaction scores (if applicable), and financial performance metrics (if applicable). By combining the information and resources above, you know where the associate is and where he wants to end up, so you are giving the associate a "roadmap" on how to get there, and he can now "drive" his own career achievement by daily, hands-on deliverance within the business unit's success structure.
Each associate has a different want and need from a workplace environment, but by assisting each to accomplish his end results by managing his performance from the very first day of employment to the end, both the associate and business unit will see the most productive outcome. Only when a business unit focuses on managing associate performance through each associate as an individual part of the whole and manages career path/performance to those individualities; can the sum of all associates' efforts be combined into one goal for the achievement of the entire organization.
Start managing associate performance and doing the reporting on it today, because we are all connected and dependent on one another. Your success depends on other associate's within your business unit, and managing associate performance is one way to guide that success in the right direction. Remember, "We win as one!"