Healthy organizations believe that performance management is almost exclusively about eliminating confusion. They realize that most of their employees want to succeed, and that the best way to allow them to do that is to give them clear direction, regular information about how they’re doing, and access to the coaching they need. Healthy organizations also realize that even the most rigorous systems cannot prevent all lawsuits and that sacrificing the real purpose of their performance management system to prevent them, even if that were possible, is a bad trade-off.
