Ideally, you want employees who do their jobs well and maybe a little more and who can adapt as your organization shifts directions. You don’t want individuals who do less than they are expected to do, but you may be willing to give them the chance to improve. On the other hand, if you see no sign of improvement after a short period, you want to be able to fire them without worrying about any legal ramifications.
We’re talking about two of your responsibilities toward your employees and your organization: coaching and counseling. Part of your responsibilities in performance management, they are offshoots of your performance appraisal skills and abilities.