Performance management within any organization
Clear and valid performance feedback is crucial and essential in ensuring that there is increased performance management within any organization. The three tips that I would share with a new manager on how to provide feedback effectively include; Firstly, the manager should understand the context in which feedback is provided. Agunis explains that some level of openness to feedback from both the employees and management reiterates the importance of employee voice and insights (2013). The second thing is to use valid performance rating scales. In the dynamic world today, there are superior performance rating scales to others. It is, therefore, crucial that the management ensures that they use precise and reliable performance rating scales that are accepted by all employees in the organization. Thirdly will be to ensure that raters receive ample training before conducting the survey. The trainers should be able to establish the concepts on what is effective performance and what is ineffective. According to Denisi and Murphy, it is essential to train trainers on which behaviors and competencies constitute performance (2017).
Three essential tips for a new subordinate on the ways to receive and deliver feedback include that first; the subordinate should be open to corrections and welcome new ideas. The subordinate must understand the feedback is not just about them but that it has the organization in mind. Hence, the feedback given is not entirely on them but to have an impact on the organization too. The second thing is that they should be willing to communicate effectively without leaving some facts out. Communication is essential in any performance engagement survey, and choosing to offer the required information is what will determine the success of the survey process. Theriou and Chatzoglou reveal that communication holds the central power in the success of performance management (2008). The third important tip that I would reveal to the new subordinates is that they should also be active in coming up with solutions and new ways to handle the issues that have arisen from the survey. Having the subordinates participate is useful because they are the ones that will have to deal with the solutions and problems more as they are the ones in the field. Having them involved helps to come up with friendly solutions that will not complicate their working environments.
The larger thrust behind my approach to performance feedback is to be able to involve the employees and not leave them out when making decisions. Feedback, too, will affect their working environment and hence the need to involve them. Additionally, it increases their motivation, which leads to higher levels of performance.
Agunis, H. (2013). Performance management (3rd ed.). Upper Saddle River, NJ: Pearson. ISBN: 9780132556385
DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress? Journal of Applied Psychology, 102(3), 421-433.
Theriou, G.N., & Chatzoglou, P.D. (2008). Enhancing performance through best HRM practices, organizational learning, and knowledge management: A conceptual framework. European Business Review, 20(3), 185-207. (Retrieved from ProQuest)