Learning Team Performance Management
A typical employee performance problem will be examined for this essay. A relevant appraisal process will also be identified to address this problem, along with three key factors required to make the appraisal process effective. A specific improvement process will be identified to address the problem as well as some pros and cons of the identified process. An individual development plan will be identified to assist the employee in remedying their undesirable actions and leadership’s role in this plan will also be explained. Finally, key insights and specific impacts, which were garnered from researching the above topics, will be ...view middle of the document...
Managers must be clear and firm with employees so they adhere to this important workplace regulation. The military calls this a breakdown of discipline and the military simply does not stand for it. While most organizations are not as rigid as the military, there is not a viable organization in operation today that can withstand discipline breakdown. Most good managers understand the importance of discipline and know they must have a plan in place to not only keep employees on track, but also to help guide employees back to following the rules when they start to lose their way. Effective action against tardiness and absenteeism targets the cause of this problem behavior (Certo, 2013).
There are a few constructive ways to deal with tardiness. The most important part of the process is to address the problem as soon as a pattern of tardiness is recognized. An occasional instance poses no real issue, but repeated episodes of tardiness are cause for action. Managers must address it immediately and begin documenting instances in which job performance has fallen short. Tardiness, leaving work early, or taking more days off than allowed by policy may be an indication of something significant happening in an employee’s life. Internal and external factors must be evaluated to identify the cause for issue.
Once a manager gathers all the facts, they should set up a meeting with the employee. Managers need to keep the discussion focused on performance and try not to make a diagnosis. Outline the employee’s shortcomings, insist on improvement, and then address the problem together. Hopefully, the employee will recognize why their tardiness is a concern, identify a fix for the problem, and then set goals to correct their undesirable behavior. Sometimes managers may become over zealous and make a big thing out of a one-time tardiness issue. Confronting an employee without focusing on their entire job performance is usually ineffective. Managers must focus on the specific issue and its significance. This type of behavior can go on endlessly unless management defines specific limits and requires the employee to figure out a way to stay within those limits or be disciplined (Certo, 2013).
Appraisal Process and Key Factors
An appraisal process can be very effective, and as such, relevant in correcting any questionable employee behavior such as tardiness. Typically, basic performance appraisals are something managers complete once per year to identify strengths and weaknesses for each individual employee or team that the manager is responsible for (Cascio 2012). However, a good appraisal process is much more than this. A good process should be ongoing and involve regular feedback to the employee. Feedback is something employees and managers alike should be doing throughout the entire year. Appraisals are relevant because they are needed to manage an employee’s talent (Lawler, Benson, & McDermott, 2012). They have been proven relevant...