Employee relationships are one of the foundations and key tasks of management of human resources, which contribute to successful employee performance and organizational performance. Employee performance practices are designed to guarantee the optimum contribution of workers to the growth of the broader business. The research objective aimed at determining employee performance improvement practices at Capital Club East Africa. This study was based on two theories, goal theory and the theory of agencies. The research adopted a case study approach and interview guide was used for collection of data. Content analysis was used to analyse data. The study established that Capital Club East Africa has more female than male employees and most of the respondents were in the youthful age bracket. It was also established that majority of the respondents have sufficient knowledge of the tasks assigned to them and adequate information on their performance expectations. It was found out that Capital Club East Africa has the training and development policy applicable to all staff in which supervisors diligently communicate to the junior staff if they are performing their duties according to the training requirements. The supervisors gave employees the opportunity to apply what they learnt, and the equipment used in training. The results demonstrate that work teams in Capital Club East Africa had a common purpose, and team members clearly understood their responsibilities. It is recommended that the human resources department in Capital Club East Africa should create awareness among all the employees on terms, conditions and objectives contained in performance contracts. The study also recommends employee performance improvement practices should be guided by policies that ensure employees in the firm are not victimized by being forced into unrealistic performance targets.

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