In an effective organisation, assignments and projects are monitored continually. Monitoring well means consistently measuring performance and providing ongoing feedback to employees and work groups on their progress toward reaching their goals. Regulatory requirements for monitoring performance include conducting progress reviews with employees where their performance is compared against their elements and standards. Ongoing monitoring provides the opportunity to check how well employees are meeting predetermined standards and to make changes to unrealistic or problematic standards. And by monitoring continually, unacceptable performance can be identified at any time during the appraisal period and assistance provided to address such performance rather than wait until the end of the period when summary rating levels are assigned.
Firms may advertise for ‘self starters’ – people who will drive themselves forward. Where work is more mundane, employers may need to understand how changes to the job, the culture of the organisation or the reward system may encourage employees to improve their performance. Managers might be looking for better quality products, more efficient products, less absenteeism, lower staff turnover. Motivations help the manager to know how they have been improving in their business with the employees.
However, it’s also important to remember that employees are not solely motivated by money or other financial incentives. There is another article contained in this section entitled ‘Ways To Reward Employees’ which will give you more information about the various different types of employee motivation schemes you may wish to introduce. Motivation is important because it gives a roadmap for the future and it may increase job satisfaction. Employees are happier if they know how they are doing. If they know they are doing a good job, and that’s acknowledged, they will generally continue to do a good job, and may well strive to do more. If managers don’t give people feedback, and they aren’t doing a good job, the managers can’t expect them to be either satisfied or productive.
Motivational strategies can help improve employee performance, reduce the chances of low employee morale, encourage teamwork and in still a positive attitude during challenging times. Employees with a high level of motivation typically work harder and can overcome common workplace challenges with ease; this helps the organization reach its objectives and improve operations overall.
Aims and Objectives: It is very important to have an aims because it provide a focus for the business, to see what they are trying to aim for, an aim highlights key areas of development and achievement. Objectives are more specific than aims they are broken down so that they are easier to achieve. An objective is a sub goal. It is a short-term, step within a period of time that is moving toward achieving a long-term goal.
Appraisal systems in any organisation should be designed to motivate and encourage employees to give their best performance. The targets that are set by employer and employee should strike a balance between what is needed for the business and what the employee needs. An employee may feel they would like to attend a particular course in the coming appraisal period, but if it does not meet a business need the manager may need to persuade them to undertake different training.
Aims and objectives help in improves employee engagement because everyone understands how they are directly contributing to the organisations high level goals. If people who care think an employee care they are more likely to buy; or because employee wants future generations live healthy. The bigger a business grows the more money it makes. Diversity makes it less likely to be outclassed in one specific area by a competitor. Also bigger companies create more jobs for employees which helps the economy. Aims and objectives help managers to judge the performance. Therefore it is important that aims and objectives are measure accurately. Aims and objectives enable managers to identify weakness.
Monitoring performance means measuring performance and providing feedback to employees. Agency appraisal programs are required to provide ongoing appraisal, which includes, but is not limited to, conducting one or more progress reviews during each appraisal period. In addition to a once- or twice-a-year progress review, which is sometimes a formal part of the appraisal process, supervisors and employees are encouraged to discuss performance informally and often.
Determining how to monitor performance is an important step in developing performance plans. You may have worked through the previous six steps of the process presented in this handbook, developed what you thought were great elements and standards, and then found that monitoring performance on an element is impossible, or too costly, or too time-consuming. If this happens, think through other specific measures that indicate performance-measures that are as specific as possible. Therefore measuring performance is important to motivate the employees, provide a focus for appraising staff, and Enable managers to identify weakness, provide a practical basis for remedial actions and staff development, and Give specific criteria for managers to judge performance