MANAGING EMPLOYEES’ PERFORMANCE


Concepts and brief description:

Managers daily face troubles and challenges coming from the work force. For example, some of the most common issues emerging from a team can be discouragement, inconsistency in recognizing employees’ skills, non qualification of certain employees to accomplish certain duties, abuse of power from managers, anguish…
To avoid problems and evaluate issues, a company should have an evaluation of performance management. It aims at creating a strategy to help employees achieve business objectives, an administration to provide information for day-to-day decisions, and a development to help employees strengthen their knowledge and skills.
Finally this evaluation of performance must have several criteria in order to be efficient.
It must fit the organization’s strategy, it must be valid, reliable, acceptable, and bring specific feedback.

Emotional hooks:

If managers do not have tools and means to motivate a team, it will lose it efficiency and profitability for the organization. If the motivation strategy and evaluation of performance do not identify and bring any fee back, it is inefficient and does not help the company to go forward and to stay competitive.

Key to elicit discussion:

For example, discouraged employees will not accomplish their job very efficiently and as fast as they should. In the case of a customer service organization, this kind of behavior from workers can become a huge weakness for the company and its image.

Facilitative questions:

How can a company make sure that its evaluation of performance is going to bring specific and meaningful feedback?