What's Performance Management Have To Offer To Employees
OK. You don't like performance appraisals. But when done properly performance MANAGEMENT has significant benefits for the employees. Take a look.
If performance management is a process done in partnership
with staff, we need to address how it benefits staff members.
After all, it’s hardly realistic to expect employees to participate
in a partnership if there are no payoffs for them.
Just as we did for managers, let’s look at some common
things that drive employees nuts:
• not knowing whether they are doing well or not • not knowing what level of authority they have
• not getting recognition for a job well done
• not having an opportunity to develop new skills
• finding out the boss has been dissatisfied with an employee’s work for a long time
• being unable to make even simple decisions by themselves
• being micromanaged
• not having the resources they need to do their jobs
Performance management can address these concerns. It can provide scheduled forums for discussion of work progress, so employees receive the feedback they need to help assess their accomplishments and to know where they stand. That regular communication ensures there are no surprises at the end of the year. Since performance management helps employees understand what they should be doing and why, it gives them a degree of empowerment—the ability to make day-to-day decisions. Finally, a critical part of the performance management process is figuring out how to improve performance, even if there is no current performance problem.
This provides an opportunity to help employees develop new skills and is more likely to identify barriers to better performance, such as inadequate resources.
In summary, employees benefit from better understanding their jobs and their job responsibilities. If they know their limits, they can act more freely within those parameters.