Companies are facing critical challenges in dealing with the issue of performance management, which serves as an essential determinant of their success or failure in realizing their strategic goals. That has pushed a significant number of companies towards implementing and making use of performance management systems (Holderness, Olsen, & Thornock, 2019). The systems allow for a practical approach through which to manage performance with the intention being towards highlighting some of the key areas that ought to be changed in a bid to improving employees' productivity (Noe, Hollenbeck, Gerhart, & Wright, 2017). The performance management systems adopted may vary from one company to another, considering that different companies have different expectations in their use of such systems. In this report, the focus will be on identifying and explaining a performance management system that focuses on leadership and motivation of employees. The aim is trying to understand how the system works and how a company would benefit from different perspectives.
Performance Management System
The performance management system, which focuses on leadership and motivating employees, identified for this report is AssessTEAM. AssessTEAM is considered as a new age performance management software that has helped in redefining expectations and approaches in performance reviews. However, it must be noted that the system takes a rather traditional approach in the management of performance, as it creates a look and feels that allows for employee engagement. Ultimately, this helps in establishing the best possible understanding of some of the critical factors that are likely to push employees towards improved performance outcomes. Additionally, this gives the leadership an avenue through which to not only evaluate the employees but also learn how to manage their talents, abilities, and capabilities effectively. The use of this system allows for precise and actionable business intelligence; thus, highlighting its benefits on the area of leadership and employees' motivation.
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The adoption of AssessTEAM in an organizational setting allows for effective management of goal setting, reporting, and performance reviews. That means that it establishes a framework through which to ensure that the leadership is well-positioned in its bid towards reflecting on employees' overall performance outcomes. Additionally, this also means that the administration has a robust platform for employee motivation as one of the ways through which to advocate for improved performance outcomes (Arnaboldi, Lapsley, & Steccolini, 2015). One of the key aspects to note concerning AssessTEAM is that it supports performance management needs that include improved employee recognition and retention. That means that it becomes much more comfortable for employees to use the feedback that they receive from the system as one of the critical strategies allowing them to improve on their performance outcomes.
AssessTEAM has several key features that have helped towards positioning it as a system that is considered as being highly recommended in performance management. Firstly, AssessTEAM has created the functionality associated with employee evaluation, as it helps in creating evaluation reports on a weekly and monthly basis. That means that it becomes much more comfortable for managers to track performance while ensuring that employees meet the set out key performance indicators (KPIs). Secondly, AssessTEAM provides for 360-degree feedback, which is real-time and continuous. In that view, employees can determine specific factors that tend to affect their set out performance expectations. Lastly, AssessTEAM allows for employee engagement considering that it incorporates several key features that revolve around enhancing capacity for employees to reflect on their performance and productivity levels.
Influence of Leadership on Motivation and Organizational Performance
Leadership has been noted as one of the critical factors that influence motivation and organizational performance in a significant way. Gandolfi & Stone (2017) take note of the fact that the leadership style selected acts as a determinant of the motivation that individual followers may have towards a specific goal, as it establishes whether indeed they understand the importance of collaboration. That means that different followers often take a cue from their leaders in determining the direction that they take concerning their expected performance outcomes. Ultimately, this means that having a leader that has a vision tends to have a significant impact on the vision that the followers have in ensuring that they work towards a specific goal or objective. The same goes in cases where the leaders do not have the foresight, as it means that the followers many fail in their motivation in ensuring that they work towards the set-out goal. Becker (2016) reflects on negative employee engagement, arguing that "Negative impact on employee engagement was demonstrated through our employee survey data” (p.12).
The influence of leadership on organizational performance cannot be ignored, taking into account that leaders set the pace within a corporate environment; thus, determining the performance outcomes. Leaders have a pivotal role to play in ensuring that their employees understand their roles and responsibilities, which will be of great value towards determining their abilities to establish positive performance outcomes (Jacobsen & Bøgh Andersen, 2015). However, the achievement of positive performance can only be guaranteed in cases where leaders have invested in their relationships, team building, consensus, as well as, development of the people in the organization. Overall, this means that leaders have a pivotal role to play in determining the levels of understanding among individual followers focused on improved organizational performance.
Communication Plan
Based on the change in the performance management process, it will be essential for the management to adopt a communication plan aimed at engaging employees on the new process. The communication plan selected to inform employees about the performance management process will be memo communication. The memo will highlight all the fundamental changes that the company has put in place concerning the adoption of a new performance management system and how the system is likely to benefit both the company and employees. The advantage of using a memo as the primary communication plan is that it establishes a clear framework through which to provide as much information as may be necessary. In other words, this means that all employees will have a clear understanding of how the performance management system works and its value towards improving the performance management process.
Appeals Process of the Performance Management System
The appeals process associated with the performance management system will focus on writing to the human resource department within ten (10) days after the performance review results have been released. The employee will be expected to provide as much information as possible concerning the appeal that he or she may need to make concerning the results from the system. The department will make use of the information given by the employee, as well as other vital data gathered within the system is conducting a confidential investigation. The intention of the research reflects more on trying to determine whether indeed the grounds, as have been highlighted by the employee, may have any merit to dispute the results of the performance management process.
It is crucial for the employees to take note of the fact that taking up the appeals process is guaranteed; thus, meaning that they have the right to make such responses depending on their understanding of the results associated with the performance management process. The human resource department will have a maximum period of five (5) days, from the time they receive the appeal, to decide regarding the validity and accuracy of the results presented through the performance management system. If these results are found to have some fault, the department will be expected to make use of the system to conduct a new and thorough performance review with the aim being towards ensuring that the results captured to reflect on the accurate position.
Conclusion
Performance management remains one of the critical factors that define success or failure in an organization; thus, pushing more and more companies towards the adoption of a performance management system. The performance management system, which focuses on leadership and motivating employees, identified for this report is AssessTEAM. The adoption of AssessTEAM in an organizational setting allows for effective management of goal setting, reporting, and performance reviews. Leadership has been noted as one of the critical factors that influence motivation and organizational performance in a significant way. The communication plan selected to inform employees about the performance management process will be memo communication. The appeals process associated with the performance management system will focus on writing to the human resource department within ten (10) days after the performance review results have been released. The department will conduct an investigation and determine the accuracy and validity of the results within a maximum period of five (5) days.
References
Arnaboldi, M., Lapsley, I., & Steccolini, I. (2015). Performance management in the public sector: The ultimate challenge. Financial Accountability & Management , 31 (1), 1-22.
Becker, D. (2016). How Eli Lilly fixed a broken performance management system. People & Strategy , 39 (3), 11-13.
Gandolfi, F., & Stone, S. (2017). The emergence of leadership styles: A clarified categorization. Revista De Management Comparat International , 18 (1), 18-30.
Holderness, D. K., Olsen, K. J., & Thornock, T. A. (2019). Making performance feedback work . Retrieved from https://sfmagazine.com/post-entry/february-2019-making-performance-feedback-work/
Jacobsen, C. B., & Bøgh Andersen, L. (2015). Is leadership in the eye of the beholder? A study of intended and perceived leadership practices and organizational performance. Public Administration Review , 75 (6), 829-841.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage . New York, NY: McGraw-Hill Education.
