Once the review cycle begins, the employee strives to produce the results and display the behaviors agreed upon earlier as well as to work on developmental needs. The employee has primary responsibility and ownership of this process. At the performance execution stage, the following factors must be present.

The employee must be committed to the goals that were set. One way to enhance commitment is to allow the employee to be an active participant in the process of setting the goals. The employee needs to take a proactive role in soliciting performance feedback and coaching from her supervisor and other stakeholders. Collecting and sharing performance data. The employee should provide the supervisor with regular updates on progress toward goal achievement, in terms of both behaviors and results.

The employee should engage in an ongoing and realistic self-appraisal, so immediate corrective action can be taken, if necessary. The usefulness of the self-appraisal process can be enhanced by gathering informal performance information from peers and customers. Although the employee has primary responsibilities for performance execution, the supervisor also needs to do her share of the work. Supervisors have primary responsibility over the following issues.

Supervisors must observe and document performance on a daily basis. It is important to keep track of examples of both good and poor performance. As the organization’s goals may change, it is important to update and revise initial objectives, standards, and key accountabilities (in the case of results) and competency areas (in the case of behaviors). Both the employee and the manager are responsible for performance execution.