If we want to maintain result oriented behavior (critical success factors) or even increase, then the supervisor has an important instrument at hand: the effect of consequences.
Consequences are more than money. People do not show up at work to receive wage, but they come to keep it! Consequences are also more than just the well known social path on the back. Consequences can namely be both positive, negative, punishing as seclusion. All four have their own specific advantage, disadvantages and side-effects. Unfortunately, "consequence-management" is only used arbitrarily and unconsciously…with all the related small and large (dis)advantages and side-effects.

Performance Management teaches employees to use (positive) consequences to coach behavior (and therefore people).
Based on these 3 items we come to the following definition Performance Management: Performance Management is a systematical and data based approach to maximize behavior and results by applying positive strengthening.

Management learns to use different instruments with the study and use of Performance Management. Analysis of situation and behavior, application of effective organizational interventions, communication in clear terminology in stead of vague terms, such as more coaching, responsibility, team spirit, safe labor, etc., and learning to change the company culture are educational topics.

The EMS model is based on stimuli. Where are we now, where do we want to go? In this we is key. Systematical and directed application of performance management in the labor structures makes an organization result oriented.