17 April 2009Effective Performance ManagementIntroductionPerformance management is regarded as a continuous process in which employers communicate with their employees in order to boost achievement of the company’s strategic objectives. Usually, the latter process entails goal setting, goal identification, clarification of one’s expectations, feedback and evaluation of employees’ results. Review of Starbuck’s approach to performance managementPerformance management can be reviewed under three major parameters within this respective organization i. e. planning, checking and assessment. (Deshpande and Webster 25) In the planning phase, there are a number of practical steps that need to be demonstrated by an effective organization.
First of all, there should be a clear description of performance expectations through a combination of actions and results. This company has written down its performance expectations through its elaborate mission statement thus going a long way towards guiding its employees. In the end, the latter organization now has a platform that it can use to convey information about communication all year round. Effective performance management should also be illustrated through goal setting where specific, measurable, attainable, relevant and timely objectives should be selected.
However, Starbucks may be having challenges in this arena because the company normally does very well when it comes to setting goals, however, providing feedback to employees or bridging gaps between actual and expected performance is yet to be done here. Goal setting ought to be coupled with standard setting where institutions lay out the references against which their performances will be rated. In the case of Starbucks, there are still some missing elements in its standard setting arena. First of all, it normally focuses on expressing performance standards in terms of quality rather than through other parameters.
For instance, they normally specify that a cup of coffee should be made in a certain manner and its ingredients ought to be in a certain way. However, it is very difficult to find performance standards on effective resource usage at Starbucks. For instance, the company does not specify what amount of finance should be saved or which computer resources are applicable to certain departments. Consequently, employees lack the specifics that they need in order to carry out effective performance. In the planning phase, successful organizations are those ones who have the ability to create performance dimensions.
In other words, these are those types of behaviors that employees should exhibit in order to meet job expectations. The Starbucks human resource team has been effective in doing this because the company often emphasizes issues such as teamwork, valuing diversity, decision making and customer oriented service every time it recruits new employees or when reviewing employee performance. (Starbucks par 9)In the second phase of checking, organizations need to dwell on feedback. Starbucks realizes that it has the responsibility of ensuring that its employees are performing well.
This is usually done by doing regular feedbacks. However, there are a number of issues that are yet to be carried out with regard to this parameter. First of all, the company has not reinforced immediate feedback. Besides that, there should be ample use of coaching; a tool used in strengthening check in sessions. Starbucks has done its fair share of coaching. However, there is a need to look into alternative solutions during the coaching session. Above and beyond that, there should be ample time given to the process of recognizing any efforts made by their employees.