That is, as part of performance management, the organisation has to keep the mental as well as physical state of the employees in an optimum state. Only if the employees’ are physically fit and importantly mentally motivated, they can optimally contribute their skill, knowledge and hard work for the success of the organisation. So, through performance management, the employees can be optimally motivated to provide optimal contribution. As part of performance management, the organisation, management, leaders and managers has to implement certain steps or strategies. These performance management strategies will surely elevate the employees’ motivation and make them productive. However, while implementing these strategies, there will certain pitfalls or problematic issues, which could hamper the strategies from reaching logical conclusion. That is, these issues will cause certain problems, which could make these strategies unsuccessful. So, although performance management strategies will lead to many positives for the organisation, there will be some difficulties in aptly implementing it, and this paper will examine this issue by focusing on the performance management strategies in each aspect of organisational functioning.
Performance management refers to commitment by managers to achieve highest performance levels. Managers should take responsibilities to eliminate road blocks to success by providing sufficient resources and be careful in employee selection process as well as being ready to provide adequate rewards valued by employees (Cascio, 1996). The activities conducted by managers before, during and after interviews of performance feedback entail roles before interviews including communication with employees on their performance by coaching them, giving feedback and communicating performance efficiency. During interviews, the manager should avoid judging individuality of the employees and ponder on performance in order not to discourage