The act of managing employee day to day performance capabilities is a challenge that has continued to torment the human resource department in major business and firms. Overseeing employee performance on an everyday basis is the key to an efficient performance management method. The process of setting goals, ensuring that one's expectations are clear as well as providing a timely feedback assist people to carry out their tasks more effectively. If a firm require improving its employee performance, then it always prudent for the firm to think along the line of conversations carried out by its employees. No superior chance exists to strengthen and help filter and stimulate an employee high performance capability. A firm should to converse with its employees on issues regarding "new projects, talk about overdue assignments, give updates about completed tasks . . . as well as link the employee performance to a workplace result" (Brown, 2011).
In order to stimulate the employee's performance at an At the individual level the firm should associate employee performance to attractive outcomes such as larger self-sufficiency, reduced stress, less workloads, or even amplified visibility. These outcomes highlight professional as well as personal interests. On a broader altitude, employee performance can be correlated to an "organization mission, office goals, customer service, or team performance" (Brown, 2011). These entail employees looking for larger impact of their performance consequences. The firm should ensure that it includes results that replicate personal welfare of its employees as well as results that are significant to the organization. All Employees need to feel that what they do is imperative and carrying out more exigent work or incorporating the employees in a more diversified workforce are just two instances. On the other hand, it is imperative to investigate what employees are fond of in the cause of executing their work as well as to establish what make them happy Investigate things employees like about where they work. This piece of information can be used to explicate how efficient employee performance can end up to greater job fortification.
In order to stimulate the high performance capabilities of employees, one ought to consider the employees weaknesses as well as strengths. How novel skills, knowledge and abilities are helpful. This information should be used to illustrate how affirmative employee performance can end up in superior capabilities. The firm should think along the lines of how; certain actions present employees better opportunities for improvement on the job. Possibly the firm should also consider possibilities for a high-profile assignment or a job rotation. This information should in addition be used to bond employee interests to performance, stressing the impact on rising mobility or required lateral moves.
According to Robbins & DeCenzo (2010), feedback serves as a leading tool to improve employee development; nevertheless, motivational response is derived from employers who can inspire employees to utilize feedback as a tool to modify work-related responsibilities and attain advanced levels of achievement in their jobs.ÿEfficient motivational feedback allows employees with information concerning processes, operations and work behaviour. It must promote two-way communication among the manager and the employee, aid in citing realizable goals and achieve work-related tasks. The majority of employees want to be acknowledged as excellent performers, but oftentimes are left to their own understanding since employers are either too hectic or unenthusiastic to convey negative information.ÿ Nevertheless, feedback whether negative or positive is motivational and can be practical in a style that moves an employee forward exclusive of intimidating their character. Persistent dialogue, both formal and informal, by the use of applicable certification can assist employees comprehend what is required from them.
Managers must be acquainted with that motivational feedback that employees require. In addition, employees require communication from their supervisors in order to make modifications to their work performance. Discussing about employee performance as well as performance capabilities is something that ought to be done on a daily basis. Therefore employers must make the most out of such conversations, appraise employees during such conversations for doing a great and surely the end results will be a high performing workforce.