Performance ManagementPerformance management is defined as the partnership of two individuals achieving a common goal, exceptional performance. They are the employee and the supervisor. While most companies have different strategic goals to achieve; they must ensure that not only the company's objectives are followed, but that the performance of each individual employee is recognized. The company must also ensure that its supervisors are willing to push their subordinates to their maximum potential in whatever their career goals may be. KPMG ensures that their goals and expectations within the company are met by emphasizing their strategic culture through what they call “four pillars”. The first strategic pillar is called Growth and is defined as the ability to encourage employees to setting goals for your career development. All employees are strongly encouraged to set a goal to achieve within the next year is a good example of corporate strength, as it allows employees to set their own personal goals with the help of performance manager Objectively, KPMG provides the opportunity for employees in the workplace to put into practice the material learned through professional training is called Delivery, and ensures that the high expectations that KPMG has set for its employees are achieved through exceptional performance of assigned tasks. While setting high standards for work material may seem superfluous, exceptional delivery is important as it challenges and retains employees and keeps customers happy. The third pillar is called KPMG for Life, which states that you initially attract the best talent, then develop them to their full potential as professionals once… halfway through the paper… to adapt them to all styles of individual lives of their employees. Having all these benefits, it keeps employees motivated to work hard for the company. The my$hare plan and Shine reward work wonders at making their employees feel generally happy and appreciated for all their hard work. Having all these extra perks motivates employees to want to stay longer, because money will only keep you for a certain period. “Supporting and improving the quality of this professional workforce is KPMG's primary objective. Wherever we operate, we want our companies to be nothing more than the professional employers of our choice.” (REFERENCE HERE) As demonstrated in this report, KPMG prioritizes high employee engagement to ensure there is strong alignment between the organization's strategic goals and each employee's personal goals.