Managers have a serious, and usually uncomfortable, responsibility: When employees fall short, managers have the job of giving them feedback, helping them improve, and firing them, if it comes to that. No one else will shoulder this burden. But we can make it easier by helping organizations implement better performance management systems, by teaching managers how to leverage annual reviews as positive opportunities instead of dreaded obligations, and by coaching managers and executives on specific challenges, such as how to help an employee develop or how to structure a win-win separation.