Performance agreements are one-way. If you simply dictate what the person is going to do, you may be disappointed with the result. If goals are agreed together, you`re more likely to see progress. Take the time to develop goals together and be prepared to discuss the “why” in detail. It`s a common process – it needs the acceptance of both parties for it to work. Follow these steps to conclude an effective performance agreement for your employees: without an agreement based on the organization`s goals, you may have to rely on your policies with “Because I am the boss”. This probably won`t lead to building trust and respect for the person whose performance you want to improve. However, with formal agreements, managing and managing your staff can become more objective and easier. .