Performance Management in Kenya That Actually Works

"We'll do appraisals when things calm down." Then a year passes, a quiet performance problem grows louder, and suddenly you're trying to manage someone out with no record to stand on. Performance management isn't an annual form, it's the steady habit that keeps that scenario from ever happening. Here's how to run it well in a Kenyan business.

It starts before anyone underperforms

Most "performance problems" are really expectation problems. People can't hit a target they were never given. Set the role up properly from the start, a clear job description, specific goals, and an honest conversation during probation about what good looks like. Half the battle is won here.

Feedback beats the annual ambush

A once-a-year review where someone hears their faults for the first time is demoralising and useless. Short, regular check-ins, even monthly, let you course-correct early, recognise good work, and build a record as you go. By the time any formal review comes around, nothing in it should be a surprise.

Use a framework that fits your size

You don't need enterprise software. A simple structure, a handful of role-specific goals, a light quarterly check-in, and one proper annual review, works well for most SMEs. Tie goals to what the business actually needs this year, not to a generic template.

Handling underperformance, fairly and lawfully

When someone genuinely isn't delivering, the worst move is a sudden dismissal. Kenyan law expects a valid reason and a fair process. Document the gap, give clear feedback, offer support (a performance improvement plan with realistic timelines), and only escalate if things don't improve, following due process. Done right, most situations turn around; the ones that don't end in a defensible position. See our guide to lawful termination in Kenya.

Make it part of how you run, not an event

Good performance management is mostly consistency. If you'd like help designing something light and practical, our HR strategy and HR consulting teams build review frameworks that managers actually use.

Frequently asked questions

Disclaimer: This article is general guidance for educational purposes and is not legal or tax advice. Statutory rates and requirements change. For advice specific to your organisation, speak to a qualified HR, legal or tax professional.