Week 7 Reflection

Performance management is the process of managing the performance of the employees such that they can meet the organization's objectives. During the performance management process, a company works with the employees to set clear objectives and goals, regularly checks the goals, and occasionally measures performance. Based on the employee's performance, the company provides feedback, compensation review, or any other form of reward. The performance appraisal could also result in the promotion of the employee and also depends on how the company is performing. Thus, the performance management and appraisal process encourages the growth of the employee and the company (Martocchio, 2018). After going through this week's readings and TedTalk by Dan Pink, I have listed down my thoughts. One of the critical aspects of performance management is giving employees a sense of freedom and control over their work. Employees should feel a sense of ownership and responsibility for their tasks. Keeping an eye on every single task may prove to be detrimental. Therefore, employees should be free to make decisions, manage their work independently, receive enough guidance, and be encouraged to perform better. This will result in their proper growth. Another aspect is allowing employees to develop new skills and polish them. Aside from doing their daily work, they should be asked to focus on personal growth. This will make them believe that the company values the employees and is ready to go above and beyond. This sense of value and care will motivate employees to do their job better (Pink, n.d.). Another important aspect is that employees should feel that their work is making a difference and contribute more towards the organization's goals and objectives. This will make them believe their work is not meaningless and encourage them to contribute positively towards the company's goals. Performance management has recently changed because of the changing work dynamics and the job market. With the remote nature of jobs, companies now have to design performance
management to fulfill the needs of these employees. Companies have shifted to online tools for managing performance, communicating with employees, and tracking performance. The goals should be set not only on the individual level but also at the team and company level. With more teamwork and participation, employees will feel responsible and think about collective growth. Performance management has shifted from a ranking system to an achievement-based format. In some companies, the employees are asked to evaluate themselves and get recommendations from colleagues they have closely worked with. Even technology has heavily influenced the performance management process. The companies are leveraging online tools to set goals and track performance. This gives easy access to everyone and makes it easier to manage the performance. These tools provide data-based analysis, which helps the employees keep track of their performance better. Managers can easily monitor their employee's performance, share feedback, and encourage more participation. It also makes it easy to manage the performance in a remote setting. The online tools can also suggest how the employees can improve their performance and what courses they can take to build on their strengths and weaknesses.
References Martocchio, J. J. (2018). Human Resource Management (15th ed.). Pearson Education (US). Pink, D. (n.d.). The puzzle of motivation. Dan Pink: The puzzle of motivation | TED Talk. https://www.ted.com/talks/dan_pink_the_puzzle_of_motivation
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