What is Employee Performance Management?

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navbar-expand-lg navbar-subnav "> <div class="container pl-6 pl-md-0"> <div class="navbar-brand ml-2"> <a class="nav-title brand-img fade d-inline-block d-md-none" href="https://www.qualtrics.com/experience-management/"><img loading="lazy" width="36" height="19" src="https://www.qualtrics.com/m/xm.svg" alt="XM logo"></a> <a href="https://www.qualtrics.com/experience-management/"> <span class="nav-title brand-img fade d-none d-md-inline-block"> <img loading="lazy" width="36" height="19" src="https://www.qualtrics.com/m/xm.svg" alt="XM logo"> </span> <span class="nav-title headline-eyebrow text-black">Experience Management</span> </a> </div> <div id="sub-nav" class="collapse navbar-collapse navbar-nav flex-column flex-lg-row align-items-start align-items-lg-center" aria-label="Breadcrumb"> <a class="nav-item cx" data-tag="cx" href="https://www.qualtrics.com/experience-management/customer/">Customer Experience</a> <a class="nav-item ex" data-tag="ex" href="https://www.qualtrics.com/experience-management/employee/">Employee Experience</a> <a class="nav-item px" data-tag="px" href="https://www.qualtrics.com/experience-management/product/">Product Experience</a> <a class="nav-item bx" data-tag="bx" href="https://www.qualtrics.com/experience-management/brand/">Brand Experience</a> <a class="nav-item rc" data-tag="rc" href="https://www.qualtrics.com/experience-management/research/">Market Research</a> <a class="nav-item id" data-tag="id" href="https://www.qualtrics.com/experience-management/industry/">Industry</a> </div> <button class="navbar-toggler collapsed" type="button" data-toggle="collapse" data-target="#sub-nav" aria-controls="navbarNav" aria-expanded="false" aria-label="Toggle navigation"></button> </div> </nav> <div class="xm-hub"> <section class="breadcrumb"> <div class="container breadcrumb-section"> <div class="row"> <div class="col-12"> <div class="breadcrumbs-wrap"> <ul class="breadcrumbs" aria-label="Breadcrumb"> <li><a href="https://www.qualtrics.com/experience-management/" class="text-gray-ally">Experience Management</a></li> <li><a href="https://www.qualtrics.com/experience-management/employee/" class="text-gray-ally">Employee Experience</a></li><li><a href="https://www.qualtrics.com/experience-management/employee/performance-management/" class="text-gray-ally"aria-current="page">Employee Performance Management</a></li> </ul> </div> </div> </div> </div> </section>  <div class="default-style-wrapper ex" data-garegion="body">  <link rel="preload" as="image" href="https://www.qualtrics.com/m/assets/wp-content/uploads/2018/12/rawpixel-1061536-unsplash-resized.jpg" /> <section class="top-banner-content"> <div class="container py-5"> <div class="row">  <div id="article-sidebar"> <div class="pb-4"> <h3 style="font-size:18px;margin-top:0;">See how XM for Employee Experience works </h3> <a class="btn btn-small btn-px" href="/watch-demo/people/overview/?utm_lp=hub-sidebar">Watch Demo</a> </div>  <a class="social-link d-block mb-2 " href="#" target="_blank" onclick="xmHub.openLinkWindowed(this)" title="Share on Facebook"> <svg class="icon icon-black facebook icon-size-4 lazy w-auto"> <title>Facebook logo</title> <use href="https://www.qualtrics.com/m/assets/dist/svg/display/logo-facebook.svg#solid"></use> </svg> </a> <a class="social-link d-block mb-2 " href="#" target="_blank" onclick="xmHub.openLinkWindowed(this)" title="Share on X"> <svg class="icon icon-black twitter icon-size-4 lazy w-auto"> <title>Twitter logo</title> <use href="https://www.qualtrics.com/m/assets/dist/svg/customer/x.svg#solid"></use> </svg> </a> <a class="social-link d-block mb-2 " href="#" target="_blank" onclick="xmHub.openLinkWindowed(this)" title="Share on LinkedIn"> <svg class="icon icon-black linked-in icon-size-4 lazy w-auto"> <title>LinkedIn logo</title> <use href="https://www.qualtrics.com/m/assets/dist/svg/display/logo-linkedin.svg#solid"></use> </svg> </a> <a class="social-link d-block mb-2 " href="#" target="_blank" onclick="xmHub.openLinkWindowed(this)" title="Share via Email"> <svg class="icon icon-black icon-size-4 lazy w-auto"> <title>Email logo</title> <use href="https://www.qualtrics.com/m/assets/dist/svg/display/envelope-closed.svg#solid"></use> </svg> </a> </div> <div class="col-12 col-lg-10 offset-lg-2">  <div class="w-48 d-inline-block pr-4 align-top"> <div class="mb-5 border-leaf-lg" style="padding-bottom: 100%; background-image:url('https://www.qualtrics.com/m/assets/wp-content/uploads/2018/12/rawpixel-1061536-unsplash-resized.jpg'); background-position:center; background-size: cover;" data-srcFull="https://www.qualtrics.com/m/assets/wp-content/uploads/2018/12/rawpixel-1061536-unsplash-resized.jpg"> </div> </div> <div class="w-48 d-inline-block align-top"> <h1 class="headline" data-swiftype-name="title" data-swiftype-type="string"> All you need to know about employee performance management </h1> <p class="intro-summary " data-swiftype-name="body" data-swiftype-type="text" style="font-size:18px;"> <span style="font-size:15px;font-weight: 700;line-height: 1.6;"> 19 min read </span> <br /> Modern performance management is no longer a one-way process, with outdated annual reviews. When done properly, it’s the keystone of good people management. Develop employee performance, job responsibilities, learning, development, and business objectives continuously in a safe and supportive environment. </p> </div> </div> </div> </div> </section> <style> /* Cancel out bolder in _reboot.scss */ b, strong { font-weight: bold; } </style> <section id="article-content-section" class="generated-content employee mb-5"> <div class="container py-3"> <div class="row"> <div class="col-12 col-lg-7 offset-lg-2"> <div class="content-block"> <h2><strong>What is employee performance management?</strong></h2> <p><span style="font-weight: 400;">Performance management is all about balancing the relationship between employees and the value they deliver to a business through communication with, and support from, their line manager.</span></p> <p><span style="font-weight: 400;">It includes performance evaluation and reviews, which establish business objectives, help to improve performance, and give employees more accountability.</span></p> <p><span style="font-weight: 400;">Performance management is about continuously supporting your employees to attain individual goals in a timely manner, so that your business achieves its wider objectives. It’s a multifaceted set of processes and behaviors to encourage high performance. And the very best performance management creates a close link between successful employees and successful companies.</span></p> <p><strong><a href="https://www.qualtrics.com/ebooks-guides/employee-experience-trends/">Free eBook: 2025 Employee Experience Trends Report</a></strong></p> <h2><strong>What is the performance management cycle?</strong></h2> <p><span style="font-weight: 400;">Traditional performance appraisals would run on a yearly cycle. An employee would sit down with a manager at the start of the year to set objectives, then 12 months later they would analyze how they’d done. These traditional performance management systems usually followed this routine:</span></p> <ul> <li style="font-weight: 400;" aria-level="1"><b>Plan</b><span style="font-weight: 400;">: setting SMART (Specific, Measurable, Agreed, Realistic and Timely) objectives, and other development planning.</span></li> <li style="font-weight: 400;" aria-level="1"><b>Act</b><span style="font-weight: 400;">: the employee works and achieves their objectives, with consistent performance coaching from their managers and the wider organization.</span></li> <li style="font-weight: 400;" aria-level="1"><b>Track</b><span style="font-weight: 400;">: employees log their progress, reaching milestones on their way to bigger targets.</span></li> <li style="font-weight: 400;" aria-level="1"><b>Review</b><span style="font-weight: 400;">: a formal performance appraisal sit-down between a manager and employee, to maintain or evolve individual objectives.</span></li> <li style="font-weight: 400;" aria-level="1"><b>Reward</b>: Employees with high performance are recognized for their sterling work with rewards such as an annual bonus, salary increase, promotion, autonomy or awards.</li> </ul> <p><strong>The performance management cycle</strong></p> <p><img fetchpriority="high" decoding="async" class="alignnone size-full wp-image-117290" src="https://www.qualtrics.com/m/assets/wp-content/uploads/2021/02/1439380_Performance-Management-2_081922.png" alt="Performance management cycle" width="1200" height="800" srcset="https://www.qualtrics.com/m/assets/wp-content/uploads/2021/02/1439380_Performance-Management-2_081922.png 1200w, https://www.qualtrics.com/m/assets/wp-content/uploads/2021/02/1439380_Performance-Management-2_081922-768x512.png 768w, https://www.qualtrics.com/m/assets/wp-content/uploads/2021/02/1439380_Performance-Management-2_081922-150x100.png 150w" sizes="(max-width: 1200px) 100vw, 1200px" /></p> <h2><strong>Why is performance management important?</strong></h2> <h3><strong>It helps you retain your talented people</strong></h3> <p><span style="font-weight: 400;">People are your business’s most important and valuable asset, so it’s essential to find ways to retain your employees. Replacing an employee can be </span><a href="https://teambuilding.com/blog/employee-turnover-statistics"><span style="font-weight: 400;">twice as expensive as keeping one</span></a><span style="font-weight: 400;">, and</span><a href="https://teambuilding.com/blog/employee-turnover-statistics"><span style="font-weight: 400;"> 52%</span></a><span style="font-weight: 400;"> of all voluntary resignations are preventable – if leaders know what’s causing disengagement. When they have the opportunity to work continuously and autonomously towards performance goals, while highlighting areas they want to work in, employees have good reasons to stay with your company.</span></p> <h3><strong>You can identify risky individuals</strong></h3> <p><span style="font-weight: 400;">Performance management enables you to identify under-performing or unmotivated employees. In some industries, underperforming employees pose real risk, and the earlier you can identify them, the quicker you can re-engage them. Performance management can help you to find out what the problems are, and support the employee back onto the right path.</span></p> <p><span style="font-weight: 400;">There are many reasons why an employee may be struggling: mental or physical health, burnout, personal issues, lack of training, poor resources, workplace conflict, having too high a workload or not being challenged enough. Performance management data will flag up issues with a particular employee, and then it’s up to you to have an open, human-to-human conversation to dig deeper and resolve the issue.</span></p> <h3><strong>You’ll engage and motivate your employees more</strong></h3> <p><span style="font-weight: 400;">Higher employee engagement leads to improved customer satisfaction, which leads to increased profitability. A continuous approach to performance management means that you ensure your employees are working towards goals and objectives in real time, allowing them to get the most out of their skills and roles, as well as iron out issues before they become bigger and more problematic. This approach gives employees greater job satisfaction and a sense of achievement.</span></p> <h3><strong>You’ll identify star performers</strong></h3> <p><span style="font-weight: 400;">An agile performance management approach means that you can readily identify those employees who are performing well, going the extra mile, and are perhaps suitable for promotion.</span></p> <h3><strong>Business performance will improve</strong></h3> <p><span style="font-weight: 400;">All of the above contribute to better business performance overall. Employees who are engaged and thriving deliver better work and are more motivated to innovate and keep making progress. Performance management, when done well, brings value to the whole workforce and organization.</span></p> <h2><strong>Performance management challenges</strong></h2> <h3><strong>1. Unsuitable systems with poor performance standards and metrics</strong></h3> <p><span style="font-weight: 400;">There’s no point getting halfway through developing a performance management process then deciding to try to fit it into an existing software system. Unless you put in place consistent standards and metrics, you’ll erode credibility and fairness in the way you manage performance.</span></p> <p><span style="font-weight: 400;">It’s also essential to link it to your human resources strategy and HR processes for a joined-up picture:</span> <span style="font-weight: 400;">talent management, onboarding, learning and development, compensation and rewards and succession planning.</span></p> <p><span style="font-weight: 400;">Start with the performance management systems – the best ones are customizable, with all the basic functions you need, and options to add on ones that are more specific to your business. A decent system will automate data collection, consolidate and centralize information, and provide tools for analysis and reporting.</span></p> <p><span style="font-weight: 400;">Then build your strategy with your system.</span></p> <h3><strong>2. Inadequate feedback and communication</strong></h3> <p><span style="font-weight: 400;">When employees don’t receive feedback, they’re left uncertain about what they’re contributing to the business, and when you add in poor communication, they’ll be unclear about their goals and expectations. No employee can develop properly like this.</span></p> <p><span style="font-weight: 400;">The key here is to train managers to communicate well and deliver constructive feedback. Their team will flourish when encouraged to develop, and it will foster a positive work environment.</span></p> <p><span style="font-weight: 400;">360 feedback combines timely feedback from an employee’s manager, direct reports, team and the employee themselves. These surveys are becoming more popular in employee performance management, and the most successful ones are:</span></p> <ul> <li style="font-weight: 400;" aria-level="1"><b>Relevant</b><span style="font-weight: 400;"> – aligned with business goals and performance targets</span></li> <li style="font-weight: 400;" aria-level="1"><b>Credible</b><span style="font-weight: 400;"> – people need to be trained to understand and use them effectively</span></li> <li style="font-weight: 400;" aria-level="1"><b>Accountable</b><span style="font-weight: 400;"> – 360-degree feedback insights need to drive tangible action and continuous improvement</span></li> <li style="font-weight: 400;" aria-level="1"><b>Completed</b><span style="font-weight: 400;"> – it’s up to management to encourage people to take 360 surveys seriously and complete them</span></li> </ul> <h3><strong>3. Engaging employees</strong></h3> <p><span style="font-weight: 400;">Gone are the days of performance management being only what your boss told you to do. There’s now a manager/employee shared responsibility to do a good job and achieve results.</span></p> <p><span style="font-weight: 400;">Yet when employees are not fully invested in their work, their performance levels and productivity drop. Low engagement can be for a myriad of reasons, such as lack of recognition and reward, poor work-life balance or a toxic work environment.</span></p> <p><span style="font-weight: 400;">Employee listening is essential here, asking employees to provide feedback about their experiences and suggest improvements. You’ll glean valuable insights, be able to pinpoint concerns, then act to improve your employees’ experience and performance.</span></p> <p><span style="font-weight: 400;">When employees take shared ownership of their performance management process, they’re more committed, more motivated and more engaged.</span></p> <h3><strong>4. People need to feel they belong</strong></h3> <p><span style="font-weight: 400;">Employee performance drives business results. Only shortsighted companies don’t take effective performance management seriously. Employees also need to feel like they belong to an organization and are doing things they value.</span></p> <p><span style="font-weight: 400;">A culture of belonging is</span><a href="https://hbr.org/2019/12/the-value-of-belonging-at-work"> <span style="font-weight: 400;">linked</span></a><span style="font-weight: 400;"> to an extraordinary 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. It’s essential to foster a culture of belonging that nurtures everyone at your company, whatever their level. When you implement a culture of belonging:</span></p> <ul> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Each individual understands how their team efforts contribute to the organization’s wider vision and greater good</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Each manager knows their team well, appreciates everyone, and is equipped to monitor and manage team performance effectively</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Leaders, who have a clear appreciation of their people as well as the company’s strategy, purpose and values, will find they deliver the expected results</span></li> </ul> <p><span style="font-weight: 400;">Without a culture of belonging woven into the company, departments work in silos, employees are disengaged, and even the most impressive, high-tech performance management systems and processes are wasted. Instead, a culture of belonging does much of the heavy lifting when it comes to ensuring employees perform at their best.</span></p> <h3><strong>5. Make learning a continuous process – for employees <i>and</i> managers</strong></h3> <p><span style="font-weight: 400;">Few people want to remain static in a job, doing the same thing day in, day out, and not developing – and do you want people like this in your organization anyway? The best businesses create an environment where their people can develop, by:</span></p> <ul> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Goal setting</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Making full use of feedback</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Offering training, coaching, and development activities</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Tracking and measuring development progress</span></li> </ul> <p><span style="font-weight: 400;">These apply not only to your frontline and shop floor workers, but also to your managers. Without proper training, your managers may lack the skills needed to lead teams, evaluate employees, provide feedback, set goals and support their growth.</span> <span style="font-weight: 400;">For example, implement leadership development programs, or schemes where experienced senior managers mentor junior managers.</span></p> <p><span style="font-weight: 400;">You’ll notice how similar continuous learning and performance management are. Get learning right for all levels and strong performance will follow.</span></p> <h2><strong>Technology in performance management</strong></h2> <p><span style="font-weight: 400;">No organization that cares about its employees’ success in achieving goals, growing professionally, and being productive, can afford </span><i><span style="font-weight: 400;">not</span></i><span style="font-weight: 400;"> to use performance management technology. The right software, as a performance management system:</span></p> <ul> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;"> </span><b>Defines and sets your company goals</b><span style="font-weight: 400;">; </span><span style="font-weight: 400;">employee performance expectations can be aligned with business objectives</span></li> <li style="font-weight: 400;" aria-level="1"><b>Sets clear expectations</b><span style="font-weight: 400;"> for both managers and employees</span></li> <li style="font-weight: 400;" aria-level="1"><b>Sets performance standards</b><span style="font-weight: 400;"> (e.g. time, quality, output or sales) which are helpful parameters in managing employee performance</span></li> <li style="font-weight: 400;" aria-level="1"><b>Encourages a culture of effective communication</b><span style="font-weight: 400;"> resulting in engaged employees whose individual objectives align with business objectives</span></li> <li style="font-weight: 400;" aria-level="1"><b>Determines your training and development needs</b><span style="font-weight: 400;"> –</span> <span style="font-weight: 400;">measuring employee performance is pointless if it’s not backed up with relevant training and development</span></li> </ul> <h2><strong>What is a performance management system?</strong></h2> <p><span style="font-weight: 400;">It’s a mechanism for tracking employees’ performance consistently and measurably. Spreadsheets and manual tools are out, in favor of</span><a href="https://www.qualtrics.com/employee-experience/"> <span style="font-weight: 400;">performance management software</span></a><span style="font-weight: 400;">, powered by AI, natural language processing (NLP) and machine learning.</span></p> <p><span style="font-weight: 400;">Employees can report regular, candid feedback on how they’re performing against their individual goals, then evolving those objectives as they’re reached or become irrelevant due to changing business priorities. It also includes giving constant and job-specific coaching in between major reviews.</span></p> <p><span style="font-weight: 400;">Practically speaking, your performance management system can include many different, interconnected processes, such as:</span></p> <ul> <li style="font-weight: 400;" aria-level="1"><b>Personal achievements:</b><span style="font-weight: 400;"> a list of major successes in an employee’s career aligned to the company’s strategic objectives</span></li> <li style="font-weight: 400;" aria-level="1"><b>Employee journey:</b><a href="https://www.qualtrics.com/experience-management/employee/employee-lifecycle/"> <span style="font-weight: 400;">from application to exit</span></a><span style="font-weight: 400;"> and all the moments in between</span></li> <li style="font-weight: 400;" aria-level="1"><b>Attendance statistics:</b><span style="font-weight: 400;"> how many days absence and presence</span></li> <li style="font-weight: 400;" aria-level="1"><b>Individual goals and objectives: </b><span style="font-weight: 400;">these should be matched to the job description and required competencies</span></li> <li style="font-weight: 400;" aria-level="1"><b>Surveys:</b><span style="font-weight: 400;"> including</span><a href="https://www.qualtrics.com/experience-management/employee/what-is-employee-pulse-survey/"> <span style="font-weight: 400;">pulse</span></a><span style="font-weight: 400;">,</span><a href="https://www.qualtrics.com/experience-management/employee/360-degree-feedback/?rid=cookie&prevsite=uk&newsite=en&geo=&geomatch="> <span style="font-weight: 400;">360 feedback</span></a> <span style="font-weight: 400;">and</span><a href="https://www.qualtrics.com/experience-management/employee/engagement-engagement-guide/"> <span style="font-weight: 400;">employee engagement</span></a></li> <li style="font-weight: 400;" aria-level="1"><b>Employee development plans:</b><span style="font-weight: 400;"> with actions and objectives for the employee</span></li> <li style="font-weight: 400;" aria-level="1"><b>Regular performance appraisals:</b><span style="font-weight: 400;"> usually led by a manager</span></li> <li style="font-weight: 400;" aria-level="1"><b>Leadership development programs:</b><span style="font-weight: 400;"> to nurture your current leaders and identify your future ones</span></li> </ul> <p><span style="font-weight: 400;">What you include will depend on your organizational structure and job-specific skills and competencies.</span></p> <p><span style="font-weight: 400;">An effective performance management program should be:</span></p> <ul> <li style="font-weight: 400;" aria-level="1"><b>Tailored to your organization:</b><span style="font-weight: 400;"> and your industry and structure, as well as taking into consideration your current appraisal system and performance periods</span></li> <li style="font-weight: 400;" aria-level="1"><b>Supported by senior management:</b><span style="font-weight: 400;"> if the C-suite isn’t signed up to your performance management system, it will eventually fail, as employees realize their objectives aren’t really tied to business’ goals or their successes are not properly recognized</span></li> <li style="font-weight: 400;" aria-level="1"><b>Clearly communicated:</b><span style="font-weight: 400;"> employees should understand what’s expected of them and how they fit into the company’s wider goals</span></li> <li style="font-weight: 400;" aria-level="1"><b>Fair, consistent and constant: </b><span style="font-weight: 400;">from the vice president of sales to the frontline junior sales rep, everyone should feel as though the system will assess them even-handedly and reward their successes</span></li> <li style="font-weight: 400;" aria-level="1"><b>Measured properly:</b><span style="font-weight: 400;"> you should use performance metrics that have been tested and validated outside your organization, to avoid any biases or favoritism</span></li> <li style="font-weight: 400;" aria-level="1"><b>A model of continuous development:</b><span style="font-weight: 400;"> if it’s simply a box-ticking exercise, it won’t work</span></li> <li style="font-weight: 400;" aria-level="1"><b>Linked to rewards: </b><span style="font-weight: 400;">you can integrate performance-based rewards as part of your system: a powerful way of rewarding good work</span></li> <li style="font-weight: 400;" aria-level="1"><b>Trackable:</b><span style="font-weight: 400;"> managers and employees should use performance management software that allows them to log how they’re doing and get an idea of how they’re tracking against objectives</span></li> </ul> <h2><strong>Performance management and employee engagement</strong></h2> <p><span style="font-weight: 400;">“If you do a job you love, you’ll never do a day’s work in your life”, so the saying goes. Every employee wants job satisfaction, motivation, and engagement.</span></p> <p><span style="font-weight: 400;">So, how can a good performance management process contribute to your employees’ experience? It:</span></p> <h3><strong>Increases engagement and employee motivation</strong></h3> <p><span style="font-weight: 400;">With continuous performance management, leaders help employees to work towards goals and objectives in real-time, support them to get the most out of their skills and roles, and nip issues in the bud.</span></p> <h3><span style="font-weight: 400;"> </span><strong>Sets clear objectives and expectations</strong></h3> <p><span style="font-weight: 400;">We all like to know what we are doing, when, and with what available resources, so we can simply get on with the job. SMART goals in performance management provide employees with clear objectives to strive towards and the opportunity to contribute to their development. Defined expectations mean your employees always know what’s expected of them, which reduces work stress and conflict, and in turn means that leaders can be confident that everyone is working to the best of their abilities.</span></p> <h3><strong>Identifies development and progression opportunities</strong></h3> <p><span style="font-weight: 400;">No employee wants to stay in the same role for the rest of their life. With performance management, employees can analyze their own career advancement, and choose the areas they want to develop and work towards. Regular catch-ups with managers review their progress and ambitions.</span></p> <h3><strong>Shines a spotlight on training gaps</strong></h3> <p><span style="font-weight: 400;">Another major benefit of employee performance management is the ability to identify areas where people would benefit from further staff training and development opportunities. Working with SMART goals and performance management tools also helps employees to highlight these areas themselves and communicate specific training needs to managers and leaders.</span></p> <h3><strong>Sounds a wellbeing early warning system</strong></h3> <p><span style="font-weight: 400;">Wellbeing at work is vital. A</span><a href="https://www.gallup.com/workplace/389807/top-things-employees-next-job.aspx"> <span style="font-weight: 400;">study by Gallup</span></a><span style="font-weight: 400;"> showed that 61% of employees give ‘greater work-life balance and better personal wellbeing’ as a reason to change jobs.</span></p> <p><span style="font-weight: 400;">Where a performance management system flags up an employee as underperforming or lacking motivation, an open conversation with a line manager in a performance appraisal can help you get to the root of disengagement. You can then put measures in place to help and support the employee so they choose to stay, and not leave or burn out.</span></p> <h2><strong>The impact of culture on performance management</strong></h2> <p><span style="font-weight: 400;">It’s your organizational culture that shapes how you do performance management. A traditional culture that’s very much bottom-line-driven may set employees specific targets early in the year and measure their performance strictly against those. A collaborative and agile culture may need only a light management touch, allowing employees to take risks, innovate, and bounce ideas off leaders.</span></p> <p><span style="font-weight: 400;">Whatever type of company culture your organization has, it’s essential that the performance management process you choose has a positive effect on it. All too often, performance reviews that only happen once or twice a year are ineffectual, their goals and timeframes unrealistic or unrelated to what’s going on in the now. Your people then may view the performance management process as something of a waste of time – a box-ticking exercise that they hope may lead to a promotion or salary increase. Or worse, they may disengage completely and become quiet quitters.</span></p> <p><span style="font-weight: 400;">The worst thing your performance management process can become is a mechanism for identifying and exiting poorly performing employees. Instead, it needs to focus on all those things that make a company culture really great, so that people want to work there, such as:</span></p> <ul> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;"> </span><span style="font-weight: 400;">maintaining a clear vision</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">enabling both team and individual achievement</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;"> </span><span style="font-weight: 400;">growth</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">continuous feedback</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;"> </span><span style="font-weight: 400;">regular check-ins</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;"> </span><span style="font-weight: 400;">recognition</span></li> </ul> <h2><span style="font-weight: 400;"><strong>Future trends in performance management</strong> </span></h2> <h3><strong>Continuous performance management – the new approach on the block</strong></h3> <p><span style="font-weight: 400;">Many big brands have largely jettisoned the annual performance management approach, and in place of annual reviews is now continuous performance management.</span></p> <p><span style="font-weight: 400;">The ‘Plan – Act – Track – Review – Reward’ cycle is still there, but it has been shortened, allowing employers to get more connected to their employees, break achievement into smaller chunks, gather real-time feedback, and avoid issues festering for months before there’s an opportunity to deal with them.</span></p> <p><span style="font-weight: 400;">Continuous performance management means more regular communication about what’s going well, and how that can be maintained, as well as what could be improved. It’s a two-way, ongoing process where employees feel empowered to share feedback on their progress and on the managerial support they’re receiving, and managers feedback on employee efforts.</span></p> <p><span style="font-weight: 400;">This agile approach allows more flexibility, rapid problem-solving and opportunity for feedback and action. It ties neatly in with the five objectives of performance management, because:</span></p> <ul> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Priority is given to training and employee development</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Goals are more short term, more flexible, and can be achieved quickly</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Collaboration and communication occur naturally in a continuous environment</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Good performance can be rewarded, and poor performance picked up to be remedied much sooner</span></li> <li style="font-weight: 400;" aria-level="1"><span style="font-weight: 400;">Rewards can be made more frequently</span></li> </ul> <h3><strong>How Qualtrics can help</strong></h3> <p><span style="font-weight: 400;">When you use powerful, AI-enhanced performance management software such as</span><a href="https://www.qualtrics.com/employee-experience/employee-engagement/"> <span style="font-weight: 400;">Qualtrics Employee Engagement</span></a><span style="font-weight: 400;"> you’ll be able to empower your leaders, managers and teams with robust, organization-wide ongoing feedback, agile in-the-moment insights, and AI tools to increase engagement, productivity and employee retention.</span></p> <p><span style="font-weight: 400;">You’ll be able, automatically, to reach out to every one of your employees for feedback on every experience. Using the tools and channels they use every day, you’ll hear from your people in real time, whether they’re a new frontline hire on their first day, or the CEO about to retire.</span></p> <p><span style="font-weight: 400;">Ask everyone all about their experiences, identify pain points and take appropriate actions to give them what they need to do a great job.</span></p> </div> </div> </div> </div> <div class="my-3 py-4 bg-gray-light" data-gacontainer="gasection" data-gatext="cta-panel"> <div class="container"> <div class="row align-items-stretch"> <div class="col-lg-5 col-md-7 offset-lg-2 d-flex flex-column justify-content-end mb-3 mb-md-0"> <p class="headline-card mb-0">Free eBook: 2025 employee experience trends report</p> </div> <div class="col-lg-3 col-md-5 d-flex align-items-end"> <a class="btn btn-small btn-primary" href="/ebooks-guides/employee-experience-trends/?utm_lp=hub-performance-management-banner1">Download now</a> </div> </div> </div> </div> </section> <section 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value="Azerbaijan">Azerbaijan</option><option data-code="BS" data-us-name="Bahamas" value="Bahamas">Bahamas</option><option data-code="BH" data-us-name="Bahrain" value="Bahrain">Bahrain</option><option data-code="BD" data-us-name="Bangladesh" value="Bangladesh">Bangladesh</option><option data-code="BB" data-us-name="Barbados" value="Barbados">Barbados</option><option data-code="BY" data-us-name="Belarus" value="Belarus">Belarus</option><option data-code="BE" data-us-name="Belgium" value="Belgium">Belgium</option><option data-code="BZ" data-us-name="Belize" value="Belize">Belize</option><option data-code="BJ" data-us-name="Benin" value="Benin">Benin</option><option data-code="BM" data-us-name="Bermuda" value="Bermuda">Bermuda</option><option data-code="BT" data-us-name="Bhutan" value="Bhutan">Bhutan</option><option data-code="BO" data-us-name="Bolivia" value="Bolivia">Bolivia</option><option data-code="BQ" data-us-name="Bonaire, Sint Eustatius and Saba" value="Bonaire, Sint Eustatius and Saba">Bonaire, Sint Eustatius and Saba</option><option data-code="BA" data-us-name="Bosnia and Herzegovina" value="Bosnia and Herzegovina">Bosnia and Herzegovina</option><option data-code="BW" data-us-name="Botswana" value="Botswana">Botswana</option><option data-code="BV" data-us-name="Bouvet Island" value="Bouvet Island">Bouvet Island</option><option data-code="BR" data-us-name="Brazil" value="Brazil">Brazil</option><option data-code="IO" data-us-name="British Indian Ocean Territory" value="British Indian Ocean Territory">British Indian Ocean Territory</option><option data-code="BN" data-us-name="Brunei Darussalam" value="Brunei Darussalam">Brunei Darussalam</option><option data-code="BG" data-us-name="Bulgaria" value="Bulgaria">Bulgaria</option><option data-code="BF" data-us-name="Burkina Faso" value="Burkina Faso">Burkina Faso</option><option data-code="BI" data-us-name="Burundi" value="Burundi">Burundi</option><option data-code="KH" data-us-name="Cambodia" value="Cambodia">Cambodia</option><option data-code="CM" data-us-name="Cameroon" value="Cameroon">Cameroon</option><option data-code="CA" data-us-name="Canada" value="Canada">Canada</option><option data-code="CV" data-us-name="Cape Verde" value="Cape Verde">Cape Verde</option><option data-code="KY" data-us-name="Cayman Islands" value="Cayman Islands">Cayman Islands</option><option data-code="CF" data-us-name="Central African Republic" value="Central African Republic">Central African Republic</option><option data-code="TD" data-us-name="Chad" value="Chad">Chad</option><option data-code="CL" data-us-name="Chile" value="Chile">Chile</option><option data-code="CN" data-us-name="China" value="China">China</option><option data-code="CX" data-us-name="Christmas Island" value="Christmas Island">Christmas Island</option><option data-code="CC" data-us-name="Cocos (Keeling) Islands" value="Cocos (Keeling) Islands">Cocos (Keeling) Islands</option><option data-code="CO" data-us-name="Colombia" value="Colombia">Colombia</option><option data-code="KM" data-us-name="Comoros" value="Comoros">Comoros</option><option data-code="CG" data-us-name="Congo, The Republic of the" value="Congo, The Republic of the">Congo, The Republic of the</option><option data-code="CK" data-us-name="Cook Islands" value="Cook Islands">Cook Islands</option><option data-code="CR" data-us-name="Costa Rica" value="Costa Rica">Costa Rica</option><option data-code="HR" data-us-name="Croatia" value="Croatia">Croatia</option><option data-code="CW" data-us-name="Curaçao" value="Curaçao">Curaçao</option><option data-code="CY" data-us-name="Cyprus" value="Cyprus">Cyprus</option><option data-code="CZ" data-us-name="Czech Republic" value="Czech Republic">Czech Republic</option><option data-code="CI" data-us-name="Côte d'Ivoire" value="Côte d'Ivoire">Côte d'Ivoire</option><option data-code="DK" data-us-name="Denmark" value="Denmark">Denmark</option><option data-code="DJ" data-us-name="Djibouti" value="Djibouti">Djibouti</option><option data-code="DM" data-us-name="Dominica" value="Dominica">Dominica</option><option data-code="DO" data-us-name="Dominican Republic" value="Dominican Republic">Dominican Republic</option><option data-code="EC" data-us-name="Ecuador" value="Ecuador">Ecuador</option><option data-code="EG" data-us-name="Egypt" value="Egypt">Egypt</option><option data-code="SV" data-us-name="El Salvador" value="El Salvador">El Salvador</option><option data-code="GQ" data-us-name="Equatorial Guinea" value="Equatorial Guinea">Equatorial Guinea</option><option data-code="ER" data-us-name="Eritrea" value="Eritrea">Eritrea</option><option data-code="EE" data-us-name="Estonia" value="Estonia">Estonia</option><option data-code="SZ" data-us-name="Eswatini" value="Eswatini">Eswatini</option><option data-code="ET" data-us-name="Ethiopia" value="Ethiopia">Ethiopia</option><option data-code="FK" data-us-name="Falkland Islands (Malvinas)" value="Falkland Islands (Malvinas)">Falkland Islands (Malvinas)</option><option data-code="FO" data-us-name="Faroe Islands" value="Faroe Islands">Faroe Islands</option><option data-code="FJ" data-us-name="Fiji" value="Fiji">Fiji</option><option data-code="FI" data-us-name="Finland" value="Finland">Finland</option><option data-code="FR" data-us-name="France" value="France">France</option><option data-code="GF" data-us-name="French Guiana" value="French Guiana">French Guiana</option><option data-code="PF" data-us-name="French Polynesia" value="French Polynesia">French Polynesia</option><option data-code="TF" data-us-name="French Southern Territories" value="French Southern Territories">French Southern Territories</option><option data-code="GA" data-us-name="Gabon" value="Gabon">Gabon</option><option data-code="GM" data-us-name="Gambia" value="Gambia">Gambia</option><option data-code="GE" data-us-name="Georgia" value="Georgia">Georgia</option><option data-code="DE" data-us-name="Germany" value="Germany">Germany</option><option data-code="GH" data-us-name="Ghana" value="Ghana">Ghana</option><option data-code="GI" data-us-name="Gibraltar" value="Gibraltar">Gibraltar</option><option data-code="GR" data-us-name="Greece" value="Greece">Greece</option><option data-code="GL" data-us-name="Greenland" value="Greenland">Greenland</option><option data-code="GD" data-us-name="Grenada" value="Grenada">Grenada</option><option data-code="GP" data-us-name="Guadeloupe" value="Guadeloupe">Guadeloupe</option><option data-code="GU" data-us-name="Guam" value="Guam">Guam</option><option data-code="GT" data-us-name="Guatemala" value="Guatemala">Guatemala</option><option data-code="GG" data-us-name="Guernsey" value="Guernsey">Guernsey</option><option data-code="GN" data-us-name="Guinea" value="Guinea">Guinea</option><option data-code="GW" data-us-name="Guinea-Bissau" value="Guinea-Bissau">Guinea-Bissau</option><option data-code="GY" data-us-name="Guyana" value="Guyana">Guyana</option><option data-code="HT" data-us-name="Haiti" value="Haiti">Haiti</option><option data-code="HM" data-us-name="Heard Island and McDonald Islands" value="Heard Island and McDonald Islands">Heard Island and McDonald Islands</option><option data-code="VA" data-us-name="Holy See (Vatican City State)" value="Holy See (Vatican City State)">Holy See (Vatican City State)</option><option data-code="HN" data-us-name="Honduras" value="Honduras">Honduras</option><option data-code="HK" data-us-name="Hong Kong, China" value="Hong Kong, China">Hong Kong, China</option><option data-code="HU" data-us-name="Hungary" value="Hungary">Hungary</option><option data-code="IS" data-us-name="Iceland" value="Iceland">Iceland</option><option data-code="IN" data-us-name="India" value="India">India</option><option data-code="ID" data-us-name="Indonesia" value="Indonesia">Indonesia</option><option data-code="IQ" data-us-name="Iraq" value="Iraq">Iraq</option><option data-code="IE" data-us-name="Ireland" value="Ireland">Ireland</option><option data-code="IM" data-us-name="Isle of Man" value="Isle of Man">Isle of Man</option><option data-code="IL" data-us-name="Israel" value="Israel">Israel</option><option data-code="IT" data-us-name="Italy" value="Italy">Italy</option><option data-code="JM" data-us-name="Jamaica" value="Jamaica">Jamaica</option><option data-code="JA" data-us-name="Japan" value="Japan">Japan</option><option data-code="JE" data-us-name="Jersey" value="Jersey">Jersey</option><option data-code="JO" data-us-name="Jordan" value="Jordan">Jordan</option><option data-code="KZ" data-us-name="Kazakhstan" value="Kazakhstan">Kazakhstan</option><option data-code="KE" data-us-name="Kenya" value="Kenya">Kenya</option><option data-code="KI" data-us-name="Kiribati" value="Kiribati">Kiribati</option><option data-code="KW" data-us-name="Kuwait" value="Kuwait">Kuwait</option><option data-code="KG" data-us-name="Kyrgyzstan" value="Kyrgyzstan">Kyrgyzstan</option><option data-code="LA" data-us-name="Lao People's Democratic Republic" value="Lao People's Democratic Republic">Lao People's Democratic Republic</option><option data-code="LV" data-us-name="Latvia" value="Latvia">Latvia</option><option data-code="LB" data-us-name="Lebanon" value="Lebanon">Lebanon</option><option data-code="LS" data-us-name="Lesotho" value="Lesotho">Lesotho</option><option data-code="LR" data-us-name="Liberia" value="Liberia">Liberia</option><option data-code="LY" data-us-name="Libya" value="Libya">Libya</option><option data-code="LI" data-us-name="Liechtenstein" value="Liechtenstein">Liechtenstein</option><option data-code="LT" data-us-name="Lithuania" value="Lithuania">Lithuania</option><option data-code="LU" data-us-name="Luxembourg" value="Luxembourg">Luxembourg</option><option data-code="MO" data-us-name="Macao, China" value="Macao, China">Macao, China</option><option data-code="MK" data-us-name="Macedonia, North" value="Macedonia, North">Macedonia, North</option><option data-code="MG" data-us-name="Madagascar" value="Madagascar">Madagascar</option><option data-code="MW" data-us-name="Malawi" value="Malawi">Malawi</option><option data-code="MY" data-us-name="Malaysia" value="Malaysia">Malaysia</option><option data-code="MV" data-us-name="Maldives" value="Maldives">Maldives</option><option data-code="ML" data-us-name="Mali" value="Mali">Mali</option><option data-code="MT" data-us-name="Malta" value="Malta">Malta</option><option data-code="MH" data-us-name="Marshall Islands" value="Marshall Islands">Marshall Islands</option><option data-code="MQ" data-us-name="Martinique" value="Martinique">Martinique</option><option data-code="MR" data-us-name="Mauritania" value="Mauritania">Mauritania</option><option data-code="MU" data-us-name="Mauritius" value="Mauritius">Mauritius</option><option data-code="YT" data-us-name="Mayotte" value="Mayotte">Mayotte</option><option data-code="MX" data-us-name="Mexico" value="Mexico">Mexico</option><option data-code="FM" data-us-name="Micronesia" value="Micronesia">Micronesia</option><option data-code="MD" data-us-name="Moldova" value="Moldova">Moldova</option><option data-code="MC" data-us-name="Monaco" value="Monaco">Monaco</option><option data-code="MN" data-us-name="Mongolia" value="Mongolia">Mongolia</option><option data-code="ME" data-us-name="Montenegro" value="Montenegro">Montenegro</option><option data-code="MS" data-us-name="Montserrat" value="Montserrat">Montserrat</option><option data-code="MA" data-us-name="Morocco" value="Morocco">Morocco</option><option data-code="MZ" data-us-name="Mozambique" value="Mozambique">Mozambique</option><option data-code="MM" data-us-name="Myanmar" value="Myanmar">Myanmar</option><option data-code="NA" data-us-name="Namibia" value="Namibia">Namibia</option><option data-code="NR" data-us-name="Nauru" value="Nauru">Nauru</option><option data-code="NP" data-us-name="Nepal" value="Nepal">Nepal</option><option data-code="NL" data-us-name="Netherlands" value="Netherlands">Netherlands</option><option data-code="NC" data-us-name="New Caledonia" value="New Caledonia">New Caledonia</option><option data-code="NZ" data-us-name="New Zealand" value="New Zealand">New Zealand</option><option data-code="NI" data-us-name="Nicaragua" value="Nicaragua">Nicaragua</option><option data-code="NE" data-us-name="Niger" value="Niger">Niger</option><option data-code="NG" data-us-name="Nigeria" value="Nigeria">Nigeria</option><option data-code="NU" data-us-name="Niue" value="Niue">Niue</option><option data-code="NF" data-us-name="Norfolk Island" value="Norfolk Island">Norfolk Island</option><option data-code="MP" data-us-name="Northern Mariana Islands" value="Northern Mariana Islands">Northern Mariana Islands</option><option data-code="NO" data-us-name="Norway" value="Norway">Norway</option><option data-code="OM" data-us-name="Oman" value="Oman">Oman</option><option data-code="PK" data-us-name="Pakistan" value="Pakistan">Pakistan</option><option data-code="PW" data-us-name="Palau" value="Palau">Palau</option><option data-code="PS" data-us-name="Palestine" value="Palestine">Palestine</option><option data-code="PA" data-us-name="Panama" value="Panama">Panama</option><option data-code="PG" data-us-name="Papua New Guinea" value="Papua New Guinea">Papua New Guinea</option><option data-code="PY" data-us-name="Paraguay" value="Paraguay">Paraguay</option><option data-code="PE" data-us-name="Peru" value="Peru">Peru</option><option data-code="PH" data-us-name="Philippines" value="Philippines">Philippines</option><option data-code="PN" data-us-name="Pitcairn" value="Pitcairn">Pitcairn</option><option data-code="PL" data-us-name="Poland" value="Poland">Poland</option><option data-code="PT" data-us-name="Portugal" value="Portugal">Portugal</option><option data-code="PR" data-us-name="Puerto Rico" value="Puerto Rico">Puerto Rico</option><option data-code="QA" data-us-name="Qatar" value="Qatar">Qatar</option><option data-code="RO" data-us-name="Romania" value="Romania">Romania</option><option data-code="RU" data-us-name="Russia, excluding Crimea" value="Russia, excluding Crimea">Russia, excluding Crimea</option><option data-code="RW" data-us-name="Rwanda" value="Rwanda">Rwanda</option><option data-code="RE" data-us-name="Réunion" value="Réunion">Réunion</option><option data-code="BL" data-us-name="Saint Barthélemy" value="Saint Barthélemy">Saint Barthélemy</option><option data-code="SH" data-us-name="Saint Helena, Ascension and Tristan da Cunha" value="Saint Helena, Ascension and Tristan da Cunha">Saint Helena, Ascension and Tristan da Cunha</option><option data-code="KN" data-us-name="Saint Kitts and Nevis" value="Saint Kitts and Nevis">Saint Kitts and Nevis</option><option data-code="LC" data-us-name="Saint Lucia" value="Saint Lucia">Saint Lucia</option><option data-code="MF" data-us-name="Saint Martin (French part)" value="Saint Martin (French part)">Saint Martin (French part)</option><option data-code="PM" data-us-name="Saint Pierre and Miquelon" value="Saint Pierre and Miquelon">Saint Pierre and Miquelon</option><option data-code="VC" data-us-name="Saint Vincent and the Grenadines" value="Saint Vincent and the Grenadines">Saint Vincent and the Grenadines</option><option data-code="WS" data-us-name="Samoa" value="Samoa">Samoa</option><option data-code="SM" data-us-name="San Marino" value="San Marino">San Marino</option><option data-code="ST" data-us-name="Sao Tome and Principe" value="Sao Tome and Principe">Sao Tome and Principe</option><option data-code="SA" data-us-name="Saudi Arabia" value="Saudi Arabia">Saudi Arabia</option><option data-code="SN" data-us-name="Senegal" value="Senegal">Senegal</option><option data-code="RS" data-us-name="Serbia" value="Serbia">Serbia</option><option data-code="SC" data-us-name="Seychelles" value="Seychelles">Seychelles</option><option data-code="SL" data-us-name="Sierra Leone" value="Sierra Leone">Sierra Leone</option><option data-code="SG" data-us-name="Singapore" value="Singapore">Singapore</option><option data-code="SX" data-us-name="Sint Maarten (Dutch part)" value="Sint Maarten (Dutch part)">Sint Maarten (Dutch part)</option><option data-code="SK" data-us-name="Slovakia" value="Slovakia">Slovakia</option><option data-code="SI" data-us-name="Slovenia" value="Slovenia">Slovenia</option><option data-code="SB" data-us-name="Solomon Islands" value="Solomon Islands">Solomon Islands</option><option data-code="SO" data-us-name="Somalia" value="Somalia">Somalia</option><option data-code="ZA" data-us-name="South Africa" value="South Africa">South Africa</option><option data-code="GS" data-us-name="South Georgia and the South Sandwich Islands" value="South Georgia and the South Sandwich Islands">South Georgia and the South Sandwich Islands</option><option data-code="KR" data-us-name="South Korea" value="South Korea">South Korea</option><option data-code="SS" data-us-name="South Sudan" value="South Sudan">South Sudan</option><option data-code="ES" data-us-name="Spain" value="Spain">Spain</option><option data-code="LK" data-us-name="Sri Lanka" value="Sri Lanka">Sri Lanka</option><option data-code="SD" data-us-name="Sudan" value="Sudan">Sudan</option><option data-code="SR" data-us-name="Suriname" value="Suriname">Suriname</option><option data-code="SJ" data-us-name="Svalbard and Jan Mayen" value="Svalbard and Jan Mayen">Svalbard and Jan Mayen</option><option data-code="SE" data-us-name="Sweden" value="Sweden">Sweden</option><option data-code="CH" data-us-name="Switzerland" value="Switzerland">Switzerland</option><option data-code="TW" data-us-name="Taiwan, China" value="Taiwan, China">Taiwan, China</option><option data-code="TJ" data-us-name="Tajikistan" value="Tajikistan">Tajikistan</option><option data-code="TZ" data-us-name="Tanzania" value="Tanzania">Tanzania</option><option data-code="TH" data-us-name="Thailand" value="Thailand">Thailand</option><option data-code="TL" data-us-name="Timor-Leste" value="Timor-Leste">Timor-Leste</option><option data-code="TG" data-us-name="Togo" value="Togo">Togo</option><option data-code="TK" data-us-name="Tokelau" value="Tokelau">Tokelau</option><option data-code="TO" data-us-name="Tonga" value="Tonga">Tonga</option><option data-code="TT" data-us-name="Trinidad and Tobago" value="Trinidad and Tobago">Trinidad and Tobago</option><option data-code="TN" data-us-name="Tunisia" value="Tunisia">Tunisia</option><option data-code="TR" data-us-name="Turkey" value="Turkey">Turkey</option><option data-code="TM" data-us-name="Turkmenistan" value="Turkmenistan">Turkmenistan</option><option data-code="TC" data-us-name="Turks and Caicos Islands" value="Turks and Caicos Islands">Turks and Caicos Islands</option><option data-code="TV" data-us-name="Tuvalu" value="Tuvalu">Tuvalu</option><option data-code="UG" data-us-name="Uganda" value="Uganda">Uganda</option><option data-code="UA" data-us-name="Ukraine, excluding Crimea" value="Ukraine, excluding Crimea">Ukraine, excluding Crimea</option><option data-code="AE" data-us-name="United Arab Emirates" value="United Arab Emirates">United Arab Emirates</option><option data-code="GB" data-us-name="United Kingdom" value="United Kingdom">United Kingdom</option><option data-code="US" data-us-name="United States" value="United States">United States</option><option data-code="UM" data-us-name="United States Minor Outlying Islands" value="United States Minor Outlying Islands">United States Minor Outlying Islands</option><option data-code="UY" data-us-name="Uruguay" value="Uruguay">Uruguay</option><option data-code="UZ" data-us-name="Uzbekistan" value="Uzbekistan">Uzbekistan</option><option data-code="VU" data-us-name="Vanuatu" value="Vanuatu">Vanuatu</option><option data-code="VE" data-us-name="Venezuela" value="Venezuela">Venezuela</option><option data-code="VN" data-us-name="Viet Nam" value="Viet Nam">Viet Nam</option><option data-code="VG" data-us-name="Virgin Islands, British" value="Virgin Islands, British">Virgin Islands, British</option><option data-code="VI" data-us-name="Virgin Islands, U.S." value="Virgin Islands, U.S.">Virgin Islands, U.S.</option><option data-code="WF" data-us-name="Wallis and Futuna" value="Wallis and Futuna">Wallis and Futuna</option><option data-code="EH" data-us-name="Western Sahara" value="Western Sahara">Western Sahara</option><option data-code="YE" data-us-name="Yemen" value="Yemen">Yemen</option><option data-code="ZM" data-us-name="Zambia" value="Zambia">Zambia</option><option data-code="ZW" data-us-name="Zimbabwe" value="Zimbabwe">Zimbabwe</option><option data-code="AX" data-us-name="Åland Islands" value="Åland Islands">Åland Islands</option>; </select> <label for="modal-country">Country *</label> <div class="invalid-feedback"><span class="feedback-tooltip">Please select your country.</span></div> </div> <div class="col-12 form-group d-none" > <textarea id="modal-lead-comments" 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