Managing Performance as one of the Core Roles Managing performance is one of the core roles of any manager. When performance is well managed, the organization will get to achieve the intended goals effectively and efficiently hence increasing the profitability and maximizing the satisfaction of the customers (Minter and Edward 14). Managers in the process of ensuring performance are optimal, have to ensure that the approaches used are effective, and motivate the employees of the company. Before undertaking performance management, the organization must ensure it communicates the goals and the premises to be followed in measuring performance (Minter and Edward 16).
This will prevent any possible resistance from the stakeholders and employees. Similarly, the management should develop a clear means that will be used in taking corrective actions when deviations are detected. As senior manager of an organization, whose performance management is under threat I intend to train the managers on the best approaches to use to change the unwanted employees unwanted behavior. In this case, employees have continuously yelled at the managers but no improvements have been realized. The managers should be taught that the manner in which employees are corrected is important in realizing their satisfaction.
Managers will therefore be informed of the need to treat the employees as adults who are responsible i. e. a rational approach in dealing with employees’ unwanted traits. Again, the managers will be trained on the need to communicate to the employees the organization required or expected code of conduct. If this is done, employees will stop to speculate the expected behavior or performance expectation by the management. As a senior manager, I will organize for management seminar where managers will get the opportunity to discuss and learn on the ways of improving the performance management process. The managers will also be educated on the manner to motivate their employees even when results realized are below expectation.
Managers will be educated of the need to accept some level of employee mistakes as human beings who are prone of making error. In assessing their employees’ performance, they should be able to realize that some level of deviation can be corrected through counseling and not necessarily by reprimanding the employees.
Moreover, the managers will be informed of the need to give appropriate direction to their employees to ensure they avoid making mistakes. Employee coaching and mentoring is fundamental in improving performance. To gain the moral authority to correct their employees, managers will need to show good example in their performance by meeting their own performance targets (Minter and Edward 16). Managers who refrain from being involved in some unwanted behavior will therefore mentor and coach the employees. This training will therefore stress for managers on the need to act as examples that can be emulated by employees so that employees’ unwanted characters are dropped. This approach will see employees’ motivation get boosted and increase their loyalty to the organization.
Handling employees as rational human beings will further boost their self-esteem and this will make them have a can do attitude (Minter and Edward 17). Improvements in results will be realized more easily and comfortably. At the same time, employees who are well mentored and directed by their managers will have the urge to continuously engage in consultation with the managers hence better and cordial relationships will be developed.
Managers who threaten their non-performing employees worsen the situation by causing employee stress and this could lead to other social problems. The approach of developing effective communication channel and corrective action will ensure accessibility of information by all employees. Well-developed standards of correcting employee unwanted behavior would also ensure that there is fairness and equity treatment of employees. These make employees satisfied by the managers’ decision and hence avoid insubordination of the organizations core objectives (Minter and Edward 17). Moreover, employees who receive communication from reliable sources will make employees avoid engaging in acts that impairs the organizations performance, This approach of mentoring and handling employees as rational can make them justify some of their unwanted behavior as common error.
At the same time, managers will require a lot of time to ensure that they inspire their employees and motivate them (Minter and Edward 19). Managers often lack time to associate closely with their employees to learn about their demands and to personally make friendship with them because of the innumerable business commitments. After the training of managers on the ways to get performance managed, monitoring will be essential to determine whether the knowledge imparted on managers benefits the organization.
This could be done by comparing the managers’ performance with the previous performance that were posed. An improvement in the results would show effectiveness of the training and education whereas no or negative deviations will mean no value added after the training. The association and relationship of the manager and the employees could also be used as a premise of determining the effectiveness of the training.
Employees’ managers’ attitude surveys could be conducted to show how the managers and employees relate. Improved employee relationship and motivation will justify the managements training and effectiveness. In addition, the general improvements in the organizations performance will show effectiveness of the training program. This can be shown from an increase in profits posted by the business, reduction in employee turnover and increase in the customer satisfaction exhibited by the increase in market share. Other ways that could be used to show effectiveness in the training will be through the level of managers’ satisfaction with the organization policies and performance. In conclusion, performance management is a continuous process that has to be done throughout the operations of the business to detect and correct deviations.
However, an organization should do a cost benefit analysis to ensure that the resources utilized in managing performance are commensurate to the improvements in the results posted. Failure to adopt effective performance measurement and manager participation in the process would definitely result in poor performance. Finally, the mode of consulting performance management should be reviewed from time to time to ensure their relevance. Work Cited