uide the employee to achieve them successfully. Organizations are associating performance to compensation; this association cannot adequately be established without the presence of a complete performance management process that is seen as reasonable and unbiased.
             In the monitoring phase management must monitor and evaluate the progress of the performance management system and take corrective action or make changes when required. In this stage, it is imperative for managers to not micro-manage employees, but rather focus their attention on results achieved, as well as individual behaviors and team dynamics affecting the work environment (Hrcouncil.ca, 2015). Management should provide continuous coaching during this phase. Management should address concerns and issues related to performance with employees; this coaching will help provide a positive impact on the organization and the employee. Coaching means providing direction, guidance, and support as required on assigned activities and tasks (Hrcouncil.ca, 2015). As a coach, managers need to identify the strengths and weaknesses of each employee and work with employees to identify opportunities and procedures to maximize strengths in their job performance. The role of a manager is to establish skills and to give the employee feedback and encouragement during their employment with the organization.
             Another important part of the monitoring phase is positive and constructive feedback. Positive feedback involves telling an e
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