Evaluate The Continual Nature Of Effective Performance Management

Employees are very observant and often watch their managements every move. As a manager, it is important to treat all employees equally and consider their needs when making decisions about the business. Management who sets unequal objectives or fails to recognize the positive efforts or performance of one employee and praises others who are not accomplishing the same quality creates a very unstable working atmosphere and respect and trust will be forfeited.

* Set developmental goals with each employee. These goals focus on building the employee’s expertise, skills, and abilities. The idea is to make strengths even stronger, as well as to develop the areas in which the employee’s knowledge and skills are deficient. As you provide your team members with these developmental goals and support them to attain them you will be building the company’s future and displaying to your team that you are there to support and develop their career.

The employees can be afraid that the observations of their weak performance can eventually result in dismissal or extra

This affects not just the employee but also the employer. The employee, knowing about this, discourages the staff. This causes poor morale in the workplace and sometimes even employee backlash. These things also create a bad situation for the employer.

One stage in the management of performance system is when managers evaluate employees’ performances and provide them with feedbacks. One of the purposes of this stage is to identify employees’ strengths and weaknesses. As a result, managers should be able to identify performance and training gaps.

This consists of things such as achievement of higher market share and profit maximisation consequently due to an individual’s performance. Processes that are used to motivate employees will affect employee’s willingness to remain with an organisation. Performance management is vital within most organisations and is seen as a crucial ingredient in motivating employees and can be explained by various motivational theories.

though employee B has not performed to the expectation of the organization or to their fellow

Expecting high performance from employees is important, however not when it does so without regard to doing the right thing for the population as a

In the course of our lifetime our employers need to understand that sometimes an employee may not perform to the best of their ability due to outside influences. They should empathize with the employee and try to come up with a solution that fits everyone's needs.

This also helps also in boosting the employees’ morale in the organization (Allen,

- Provide more authority for the employees to self-manage and make decisions.-Invite the employees to contribute to more important department or company-wide decisions and planning.-Provide more access to important and desirable meetings.-Provide more information by including the employee on specific mailing lists, in company briefings, and in our confidence.-Provide more opportunity to establish goals, priorities, and measurements.-Assign the employee to head up projects or teams.-Provide the opportunity for the employee to cross-train in other roles and responsibilities.

• Address issues of poor performance. Other workers resent having to carry someone who cannot or will not pull their own weight.

The employees feel that they have greater responsibility and trust put on them, this can generate greater participation, commitment, and a better job performance.

Affected through downturn of productivity, which may result in them being made redundant/sacked – short/long term

know and understand what is expected of them in their job role (i.e. performance objectives and performance standards)