The era when organizations used performance management tools and processes is almost coming to an end. Performance management refers to tools, structures, and systems that are used to standardize performance amongst employees ( Comaford, 2016) . For a long time, performance management has proven to be costly, impersonal, and even ineffective to both the company and the employees. For a company's productivity levels to increase, it is vital to ensure cohesion among all departments and resources ( Comaford, 2018) . For instance, a good leader is the first key element that defines the company's success. This leader acts as a bridge between the company and the other employees such that everyone benefits. As a team leader at my current workplace, I must devise workable measures that maximize output. For this reason, I decided to use performance motivation methods that influence intrinsic motivation from the employees.
To begin with, I intend to tweak the job descriptions in my department by personalizing them according to the company's goals and values. For instance, instead of calling them' job descriptions', I changed the name to impact descriptions to give potential employees some sense of belonging in the company by clearly stating how their duties will impact the company. On the other hand, the impact descriptions should also include a straightforward career growth potential of those positions to benefit the employee ( Comaford, 2016) . Creating a working environment that assures and comforts your employees of their value within the company can be a great motivator. Besides, aligning employees' responsibilities and focusing on their strongholds instead of constantly criticizing them boosts their work confidence without sending them into a state of brain panic known as 'Critter state.'
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Another performance method that I will use to boost my team members' performance is by setting and tracking goal progress while still leaving room for self-accountability. To ensure the success of an organization, leaders should engage their team in organizational and decision-making tasks that involve their input ( Comaford, 2016) . This allows employees to willingly commit and do a self-evaluation of their abilities in achieving these tasks, unlike when directives are issued to them. Furthermore, after the completion of a particular project or goal, they can assess their performance and how it impacted the result. For this reason, employees can improve on flaws in their work, thus boosting the company's economic state.
Also, negotiating with top management about the introduction of Individual Development Plans for employees is an excellent way of showing that the company cares for their welfare and growth, thus increasing motivation. Individual Development Plans are programs put in place by organizations to give their employees a chance to grow in their skills and careers. ( Comaford, 2016) For instance, some organizations fund postgraduate studies for their employees while they are still under a payroll. An employee will only be motivated enough if there are enough challenges for him to overcome, thus improving their skillset and advancing their career paths.
To conclude, using performance motivation methods is a good way of encouraging employee motivation while at the same time increasing productivity, thus enhancing company success. Performance motivation methods are an evolution from performance management methods which happened to be rigid and ineffective. For example, changing the layout of the job description will give potential employees a feel of what the company is about and how their input is already valued. In addition, encouraging self-accountability is a better way of motivating employees to increase productivity as compared to constant criticism. Individual Development plans are also a good way of motivating employees because they are assured that their future is cared for.
References
Comaford, C. (2016). Why Performance Management Is Dead And Performance Motivation Is Here To Stay . Forbes. https://www.forbes.com/sites/christinecomaford/2016/10/22/why-performance-management-is-dead-performance-motivation-is-here-to-stay/?sh=6fe9a5d52dfe
Comaford, C. (2018). Why Leaders Need To Embrace Employee Motivation . Forbes. https://www.forbes.com/sites/christinecomaford/2018/01/20/why-leaders-need-to-embrace-employee-motivation/?sh=4fc590081272
