Which aspect is NOT included in performance management and strengths?

Employee satisfaction is not typically categorized as a direct component of performance management and strengths. Performance management focuses primarily on setting clear performance goals and utilizing individual strengths to enhance overall effectiveness and efficiency within an organization. This often involves establishing specific performance goals, implementing theme interventions that leverage employees' strengths, and striving for improved performance outcomes through these methods.

While employee satisfaction is undeniably important to the workplace and can influence performance, it is more of an outcome or byproduct of effective performance management rather than a core aspect of the management process itself. Thus, incorporating strategies that enhance performance does not automatically include or prioritize measuring employee satisfaction as part of the performance management framework.