Performance Management

...

Quality control may be another method, as employees know that are being monitored they don't know when the monitoring will occur. In one of my previous retail sales jobs the company would send out mystery shoppers and what great way to see if the representative was on target. Did the associate cross sell, did they know the product, was the representative courteous and polite. As a supervisor or manager random checks or inventory and log books, products and phone calls should be inspected (Tilokavichai et al., 2014).

Methods to Inform Employees

Coaching maybe one of the greatest tools available. As coaching is provided, the team has the opportunity to grow and receive the best performance ratings through continuous feedback, counseling and mentoring (Bushardt, Lambert & Duhon 2007). Coaching has benefits for all concerned and helps the employee in meeting their goals (Bushardt et al., 2014). If coaching is implemented correctly it may be the blueprint for success and a major advantage for everyone (Bushardt et al., 2014).

Feedback is another way to let the employee know if they are meeting the expectations of the company. As the employee is given constructive feedback it gives them room for improvement on needed area and continuous learning opportunity on areas that they are proficient in.

Methods for providing feedback

Set an appointment to meet with the employee. Many individuals are reserved and praise as well as criticism is best approached privately. Therefore, a private meeting gives you the opportunity to speak with employee one on one and to get his or her thoughts as well. This may also help managers to see if the effort has paid off.

In everything mistakes are possible, as none of us are perfect. Managers should approach things as they happen and not wait months during an evaluation to bring up old issues. They should be consistent and encouraging to help the associate succeed, success for one may lead to the success of the organization. Managers may need to hold monthly meeting to just encourage, lift or give constructive criticism or to just listen to employees.

Reinforcing Positive Feedback

For unknown reasons managers believe employees know their work is appreciated. Unfortunately, this is not true. Managers need to continuously tell associates how much their work is appreciated. Just a few kind words can make a world of difference. Thank employees by name, thank them for a specific acts and let them know how much they added to the organization.

Good behavior should always be encouraged. We should look for small things that employees do and continue to encourage them. Congratulate employees on a job well done and possibly set up teams to encourage one another.

Legal and Ethical Issues

As decisions are made on anything from training, pay raises, promotions, telework, etc. this opens the door for many legal issues. Laws exist to enforce the requirement that the evaluation of work is used to judge the person on work ability. Appraisals should not be used to discriminate against employees on the basis of race, religion, age, gender, disability, marital status, pregnancy, or sexual preference.

Performance appraisal results should be fair, accurate and supported by evidence and examples. Performance appraisal must be fair, accurate and supported by evidence and examples. If an employee has excellent work skills but an attitude problem which affects the rest of the staff, then the supervisor may need to document incidents. Supervisors may need to take it a step further and questions other employees for their reactions.

Employees should have the opportunity to comment and correct behaviors. Any employee who receive a poor performance appraisal should be given ample time to improve and should be warned about the allotted time frame for improvement.

Timely feedback should be given to all employees, and especially to those who seem to be having trouble. It may be a good idea to offer guidance or corrective action. Let them know the is a problem and give them a chance to correct the problem, again in a timely manner.

Manager should retain all records, as some employee believe they have been dealt with unfairly, they may have rights to instigate legal action years later. Check with the HR legal specialists to determine how long the records should be kept.

References

Ammons, D. (2015). Getting Real About Performance Management. Public Management (00333611), 97(11). 8-11s

Bushardt, S. C., Lambert, J., & Duhon, D. L. (2007). Selecting a Better Carrot: Organizational Learning, Formal Rewards and Culture-- A Behavioral Perspective. Journal of Organizational Culture, Communications & Conflict, 11(2), 67-79.

Noe, R.A., Hollenbeck, J. R., Gerhart, B. & Wright, P. M. (2014). Fundamental of resource

management 5th ed. McGraw-Hill Companies, Inc., 1221 Avenue of the Americas,

New York, NY, 10020

Tilokavichai, V., Sophatsathit, P., & Chandrachai, A. (2012). An empirical analysis of the impact of information systems in logistics performance management of retail firms. Journal of Business & Retail Management Research, 7(1), 74-84.