As a manager, you’re accountable for ensuring your employees produce results that align with your organi- zation’s needs. But traditional approaches to tracking employee performance—while providing a dedicated opportunity for employee feedback and evaluation—are increasingly coming under fire. Holding a performance discussion once a year takes a lot of time and can cause stress for you and your employees—and it doesn’t guar- antee improvement. Organizations that use traditional performance management to engage, motivate, and develop their people are finding that those approaches don’t achieve what they’re after. And annual cycles that start with goal setting and culminate with a formal re- view aren’t providing the agility you need from your em- ployees in today’s fast-paced business environment.