Managing Employee Performance

Being able to manage employee performance is very crucial to an organization’s growth, it’s one of the key drivers for organizational success. It has been discovered in many places that integrating HRM practices with those of organizational goals and strategy increases the competitive advantages for an organization. Likewise, managing employee performance within the larger framework of organizational goals is important for organizations that see people as one of their key assets.  Service oriented organizations that put emphasis on people need to be certain that employee performance is managed properly.

Whenever employee performance is mentioned, their is a need to remember that it is a two way approach that tie in the manager and the employee with the HR manager playing the role of a mediator. For example, any discussion about employee performance has to include the manager and the employee or the manager and the managed. In essence, it is important that both parties realize their responsibilities and work together to ascertain that steps taken towards performance management is free of cliches.

Role of the manager and the employee in managing employee performance

The Role of the Manager

The manager has a role to play in ensuring that his/her management of the employees is free of bias. This is the case across industries and verticals where the employees feel discriminated against, which leads to attrition, poor employee morale and even at times, lawsuits against the company. Hence, the manager has to “walk the talk” and not simply pay lip service to the company’s policies on employee performance. During the course of working together as a team, there are bound to be occassions where friction occur between the manager and the team. It is functionary upon the manager to ensure that this does not wring into a destructive effect that endanger the existence of the team.

The Role of the Employee

It’s not only the manager that has a role to play in managing the team effectively, so also does the employee. Being absent from work, slacking work, negative predeposition and a morbid approach to work are some things that the employee must avoid.  The employee has to realise that once he or she is conceived as having an attitude problem, it would be hard for the employee to correct the perception. It doesn’t mean that the employee has to accept anything thrown at him or her but he/she must use the proper approach to draw home a point rather than being tempered when he or she has score with the manager.

Organizational Focus

Although the duty of the HR manager and the organization seems to be comparably small, it is a reality that organizational goals and perceptiveness are important in ensuring employee performance is managed to the gain of the organization. Many of us have heard about people’s ambition of working for multinational companies. The reason behind this is the perception among potential employees that these companies treat their staff well.

Conclusion

Being aware that managing employee performance is crucial to the success of an organization. For an organization to reduce attrition and inspire low morale employee, one thing to do is to make sure that the employee performance management system is efficient. Through a well managed approach towards this key driver of organizational effectiveness can an organization ensure that it is not on the losing side in the war for talent acquisition and retention.

Managing Employee Performance

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