A performance manager can assess and decide how often to meet with certain employees who may benefit the most. Some employees, such as those who are newer to the organisation or have moved into new roles, may need more regular meetings. Well-established employees whose job descriptions remained constant may need fewer meetings. Performance managers use frequent meetings to talk about and record milestones, successes, accomplishments and challenges, while the details are still fresh. Quick, regular meetings allow better monitoring of goal progress and give the performance manager the opportunity to provide coaching in the moment, when the employees need it the most. It also gives the manager a chance to offer assistance or coaching.
