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Performance Management: Defining Work at Workplace

By Garima Saxena, 3rd Eye Advisory Ltd
Performance Management: Defining Work at Workplace

Performance Management: Defining Work at Workplace

Most of the companies aspire to have productive employees but in the run for 100% productivity, do the organisations really define productive work for their not-so productive employees? Performance Management plays a key role in not only assessing the performance of employees but also paving a way for defining work at the workplace. This helps to provide correct person-job fitment and thus defining key metrics to be achieved in order to improve productivity. Robert J. Greene, CEO of Reward Systems Inc., said, "Performance management is the single largest contributor to organizational effectiveness. If you ignore performance management, you fail." Organizations need to have a strategic approach to performance appraisal. Instead of using the familiar "check the box, write a comment" ritual, organizations need to integrate the company's mission, vision, and values into their performance management systems. There have been numerous research efforts to discover what motivates employee engagement, the Gallup organization identified the following factors. According to these findings, most professionals want:

  1. Employer's Expectations:
    Imagine a new born speaking Latin to his German parents. This is what happens with employees when they are unknown to employer's expectations. Thus employees should know what's expected of them at the workplace from the employers
  2. Effective Workplace:
    Think about an instance wherein a country sends its soldiers on war without their weapons. Sounds strange right? Employees have the same out-of-place feeling when they don't have the tools they need to do their work
  3. Excellence:
    Employees should have the opportunity to do what they do best every day. This involves trying to put quality first in all the assignments. This attitude tends to separate the super-achievers, who make rapid strides in their career from others.
  4. Recognition:
    Employees feel empowered and engaged only when they receive recognition and praise for doing good work. This makes them passionate towards their work and enables excellence in the assigned job.
  5. Value 'Human':
    Employees prefer employers to consider them 'Human' first and 'Employee' later. Most of the employee friendly organisations make their employees and valued as people and not just job functions.
  6. Individual Development:
    Employees value learning and development provided by the organisation but also feel motivated when their immediate supervisor or manager encourages them for their self-learning and individual development
  7. Empowerment:
    Employees prefer to have their opinions counted in front of their managers so that they can act as change agents keeping themselves equipped with the ever- changing business models and scenarios
  8. Job Utility:
    Employees want to feel that what they do is important and worthwhile for the organisation and in the eyes of the employer. This helps in enhancing their self-motivation and long term engagement with the organisation.
  9. Commitment:
    Committed employees sign an emotional pact with their employer and is seen in their willingness to stay at the firm and to go beyond the call of duty. Employees also consider having co-workers who are committed to quality work.
  10. Relationships:
    Employees tend to focus on positive work relationships which help them grow as a team worker and stay motivated for challenging work environment. The oft quoted dictum says, "A team which stays together, grows together."
  11. Feedback:
    Continuous feedback is the key for employee development and surprisingly most managers skip this part. Employees are always open for constructive criticism and to talk about their progress.
  12. Learning:
    Team learning is not only essential but also employees feel connected when they are provided with opportunities to learn and develop as a team. This also helps in identification of super-keepers, keepers, solid citizens and misfits in the team.

We at 3rd Eye Advisory® believe that effective performance goals flow from and should support the mission, vision, and goals of the team, department, and the organisation.Our Human Resource Experts designed a performance management system for a client in Food and Beverages sector which enabled them to assess individual goals linked to departmental goals and thereby linking them to organisational goals. For one of our clients in Manufacturing domain, effective management by objectives appraisal methodology helped them in identifying key metrics and SMART Goals for their employees, thus improving human resource efficiency by 50%.

In a nutshell, it can be said that performance management is a communication process by which the entire organisation works together to plan, monitor and review an employee's work objectives and overall contribution to the organization. It is no more an annual performance review but has developed to be a continuous process of setting objectives, assessing progress and providing ongoing coaching and feedback to ensure that employees are meeting their objectives and career goals.

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Article by: Garima Saxena, 3rd Eye Advisory Ltd