Conclusion
Given the key role of coaching and goal setting in performance management (London, 2003), we have outlined five key issues to keep in mind when coaching employees to improve their performance. After discussing recent research developments related to these issues, we have provided concrete recommendations for the effective application of goal setting to performance management. Latham and Locke (2006), as well as Latham and Mann (2006), discuss additional issues and insights relevant to the shrewd use of goal setting in the context of performance management.
Get Performance Management: Putting Research into Action now with the O’Reilly learning platform.
O’Reilly members experience books, live events, courses curated by job role, and more from O’Reilly and nearly 200 top publishers.
