Performance Management and Employee Engagement

Performance management is a critical aspect of organizational aspects (Cardy, 2004).Because it is the key process through which work is accomplished, it is considered the “Achilles Heel” of Managing Human Capital (Pulakos, 2009)and ought to, therefore, be ab best need of supervisors.

Employee Engagement is the extent to which employees feel enthusiastic approximately their occupations are committed to the organization and put optional exertion into their work. The meaning of employee engagement is vague among both scholastic analysts and among professionals who utilize it in discussions with clients, we can identify the terms that can be used to psychological states, traits, and behaviors.

Employee engagement as “the harnessing of organization members ‘ selves to their work roles in engagement, people employee and express themselves physically, cognitively and emotionally during role performance”(Khan, 1990). Robinson et al (2004) defined engagement as ‘one step up from commitment’. As a result, employee engagement has the appearance of being yet another trend, or what some might call “old wine in a new bottle”.

Although performance evaluation is that the main part of performance management, the total prepare expands to all organizational policies and practices, and plan highlights are associated to create worker execution.

The Factors, of influence the level of employee engagement,

• Career development opportunities-as investment of both money and time to their employees, to provide earning programs and to practice newly acquired skills and knowledge on the job.
• Flexible –to provide flexibility to their employees either office hours and work away from the office.
• Fair pay structure- the company salaries of all promotional grades should be clearly explained to the employees.
• Adopt a learning culture- the employer should be contributing to facilities to learning new things at all times to the employee.
• Cultural diversity- the company should be recruiting new employees from considering their education level. do not consider the culture of each employee.
• Transparency and honesty-these is the one factor in employee engagement, there should be an honest and transparent work environment.
• Autonomy- Give employees the freedom to make their own decisions.
• Inspiration- employees should behave the motivation or inspiration at work.
• Communication- these are the another of a factor in employee engagement, employees should be able to talk about changes in communication at any time.
• Employee recognition- all companies know that the employees are the heart of the company.appreciation of employees in the company the employee engagement become encouraged.

The Factors, of influence the level of Performance management,

• Philosophy, purpose, and culture- built the employees into the corporate culture with identifying company philosophy and purpose.
• Make goal-setting agile, local and meaningful company goals and specific purposes should be aligned with the employees can understand.
• Use check-ins instead of the annual review-annual review is high costly.
• Reduce or eliminate the impact of rating- regularly discuss employee performance considers getting rid of the numeric scale.
• Coach and develop your employees-the employer regularly guide their employees, by providing recourses to achieve the company goal.
• Redesign compensation process-which compensation processes will work best for motivating high performance in your organization, and make any changes as needed.
• Recognize employee contributions-always praise employe performances.
• Simplify your processes- everyone is making a unique contribution for achieving team, department and company level goals.
• Use metrics to measure success- Identify the metrics that will determine success both in terms of goal achievement and ongoing performance.
• Train managers on these practices-Train company management.

References,

Kular, S., Gatenby, M., Rees, C., Soane, E., Truss, K. and Business School, K. (2008). Employee Engagement: A Literature Review. [online] Available at: https://eprints.kingston.ac.uk/4192/1/19wempen.pdf.

Heryati R (2018). 10 Factors Contributing to Employee Engagement. [online] The 6Q Blog. Available at: https://inside.6q.io/10-factors-contributing-employee-engagement/.

Workfront. (2019). 10 factors to modern performance management. [online] Available at: https://www.workfront.com/blog/10-factors-to-modern-performance-management [Accessed 4 Jan. 2020].