Optimizing employee performance is vital for organizational success; managers should develop a conducive environment that can motivate employees to perform better. Setting Performance Goals of employees is the first element that can lead to high performance. Managers can establish individual, team, and departmental goals to project future outcomes in general. Setting goals entails reviewing of group's work scope and analyzing the time and effort needed to complete the task (Rusu et al., 2016). It is also essential to ensure that the goals are measurable to enhance the tracking of the achievements. Managers should ensure that the performance goals are realistic, effectively describing the job's purpose and outlining each member's duties and responsibilities. Lastly, it is vital to implement digital software to help track data and monitor the team's task progress to realize high performance.
Secondly, creating a platform that promotes provision and receiving regular feedback is another element. A good feedback channel can positively affect the end outcome and defining the efficiency of the tasks. A sound feedback system should encourage communication between the management, employees, and customers. Regular feedback helps managers get realistic expectations and correct performance evaluations. It also establishes a workplace culture that promotes the workers' comfortability, exceptionally when requesting assistance and guidance. Besides, regular feedback promotes performance because it prevents workers from self-solving the issues without consulting the management and team leaders.
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Thirdly, focusing on positive reinforcement processes can improve employee performance and development because workers often dislike and avoid coercive-related appraisals. Though it may be challenging to eradicate negative appraisal processes, it is vital to focus on positive aspects to make all participants feel motivated (Rusu et al., 2016). For instance, managers can adopt power recognition techniques and other motivators like bonuses, verbal conversations, and pay rise to influence employees' performance positively.
References
Rusu, G., Avasilcai, S., & Hutu, C. A. (2016). Organizational context factors influencing employee performance appraisal: A research framework. Procedia-Social and Behavioral Sciences , 221, 57-65. https://doi.org/10.1016/j.sbspro.2016.05.090
