Aligning employee goals with organizational goals is the core purpose of performance management, which helps the organization reach its goals. This study aims to investigate the effects of performance management on public service delivery in a selected public sector organization in Enugu state. The alignment of organizational goals with employee goals is a key component of providing excellent services. The study uses a descriptive research design and gathers data from primary and secondary sources. One hundred questionnaires were distributed among employees of the Enugu State Ministry of Transport and the Enugu State Ministry of Lands and Urban Development. On the other hand, secondary data was sourced from journal publications, government documents, textbooks, and the internet. The data was analyzed and the hypotheses were assessed using IBM SPSS, the Statistical Package for the Social Sciences. The analysis's conclusions show that work goals, in particular, have a significant impact on employee targets, job satisfaction, and absenteeism. These effects are dependent on a number of variables, including goal clarity, alignment with organizational objectives, feedback mechanisms, and the workplace's general atmosphere. Establishing goals also affects employee performance standards since they give direction, inspire motivation, serve as a foundation for evaluation and feedback, and are in line with organizational goals. The study also demonstrates that ineffective goal-setting can lead to a lack of individual work goals, duplicate MDA mandates, unclear work schedules, and poor feedback. All of these factors can negatively impact overall performance and hinder organizational success. The study's conclusion makes the following recommendations. Establishing a feedback-rich culture that promotes candid communication, acknowledges accomplishments, and offers helpful advice for development ought to be an organization's top priority. Organizations’ should prioritize clearly communicating work schedules, establish well-defined policies, and utilize technologies that facilitate efficient coordination and collaboration among team members. They should also strive to streamline processes, define roles and responsibilities, and promote effective communication and collaboration among team members. Regular feedback loops, performance evaluations, and communication channels are essential components of a healthy organizational feedback system. Finally, organizations ought to have a well-defined goal-setting procedure that synchronizes personal targets with overarching company objectives.