Performance Management

 

For the companies who want to evolve their employee’s efficiency, they have to motivate employees to the higher performance. This is called performance management and it is divided with three different levels: appraisal of the performance identification, measurement and management of human performance in the company. These steps help the organization to focus on the future and make their staff to be more successful in their daily work. It is very important for the managers who are making these evaluations to try to avoid for example any biases or influence of liking someone more than the others (Mejia Gomez, 2016.)

 



Usually, bigger companies have some kind of action plans or manuals which includes instructions to follow. I have personally experienced also this new technique which will track your performance at work. It was an app which collected data from your colleagues and from customers and then once a year when we met with my supervisor, we went through the “results”. Good communication skills and feedback system will also boost the performance because it really emphasizes confident of the employee. 


 

As we can see in the Jerry’s case how important is to receive constructive feedback and respect from your employer regarding to staff’s work performance and self-confident. He really did everything that his supervisor was expected and even tasks that weren’t in his radar, but Jerry wanted to show that he is hard-working employee for this new company. After receiving only negative feedback when doing absolutely anything wrong, can feel like a big failure. Luckily in this case he contacted the HR Director who helped them to clear the job targets so that both of them have the same idea what to expect from one another. Luckily many companies nowadays have good and professional HR Department who can help their employees when facing challenges like this. Without them I believe Jerry wouldn’t have stayed there much longer after this one bad experience. (Jerry Bumgarner, 2011.) 

 

I found a quite similar example of a bad performance appraisal, although in this case the employee left from the company after having this with the supervisor. This person also told in this example that the second employee who was hired after him, only stayed there as well, half a year. This makes wonder that employees don’t feel appreciated in the company if they only stay such a short period of time there. (Business Daily, 2020.) 





One good thing that is more and more common is the trade unions. This is very beneficial for workers sake because if they are facing any bad behavior, like discrimination for example, you have unions to help. It is a small investment to join when you know that you don’t have to deal with these situations alone. 


References: 


Bumgarner, J. 2011. A Performance Appraisal Horror Story (With A Happy Ending.) URL; 

https://www.cascadeemployersblog.com/salarytrends/a-performance-appraisal-horror-story-with-a-happy-ending


Business Daily, 2020. The Worst Performance Reviews Ever. URL; https://www.businessnewsdaily.com/11154-worst-performance-reviews-ever.html


Gomez, M. 2016. Managing Human Resources. Global Edition. 8th Edition. Pearson. Chapter 7. 


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