The setting of goals in any organizational activities should be encouraged. Managers and supervisors are some of the key players in the growth and development of organizations. However, between these two, managers are expected to encourage supervisors to set goals with their employees (Tapamoy, 2008). The primary objective of setting goals is ensuring that teams within an organization have a common direction of enhancing productivity. In fact, by setting goals, supervisors are able to communicate their expectations to the employees on the job performance as well as expectations of the entire organization. Performance goals set the variables and parameters of acceptable performance by telling employees what they should do to improve on their work. Secondly, performance goals provide the standards of measuring employee performance (Tapamoy, 2008). Through such standards, supervisors and managers are able to tell if expectations are being met or not. Further, through performance goals, the pathway to employee growth, improvement and opportunity are provided. As a roadmap for the success of employees, performance goals ensure organizational productivity. Finally, they act as motivators to employees especially when an individual worker achieves the set goals.
On the other hand, the assessment of performance by supervisors helps in creating an avenue for promotion (Hatry, 2016). Through performance evaluation, supervisors are able to understand the strengths of individuals and therefore can propose for their promotion to help the organization in achieving its goals. Assessing performance also points out the gaps that need to be filled in the production process such as time adjustment, protective gear and so on. The process also highlights the training needs of employees. For example, supervisors can get to know if employees need training on how to set goals. Finally, assessment of performance informs the management including the supervisors if disciplinary actions need to be taken. For example, in the sales department, the supervisor can take disciplinary action to an employee who mistreats a potential or existing customer, which may affect productivity or performance.
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Giving and receiving feedback is strongly recommended in any performance assessment processes (Tapamoy, 2008). Feedback plays an instrumental role in increasing employees’ motivation. For example, if one is informed of how he or she has improved, one feels motivated and challenged to aim higher. Additionally, providing feedback enhances employee performance. However, this depends on how the feedback is delivered as well. Finally, feedback helps in elevating engagement among all stakeholders such as supervisors, managers and employees thus boosting performance and productivity.
In the organization that I am working in, the management conducts a consistent performance review. The feedback from every assessment process is given in a group and at an individual level. Each employee is assigned a mentor in the organization who helps in developing and growing one’s abilities. Consequently, this has helped me become a better performer.
Importance of Measuring Performance and Providing an Opportunity for Feedback
During the appraisal process, providing feedback ensures that employees understand the whole procedure and the criteria for evaluation. In this way, employees feel like part of the process and are ready to accept the recommendations. Feedback guarantees open communication as well as awareness. To this end, employees are able to understand their weaknesses and strengths and can make the necessary adjustments. Therefore, through the provision of feedback, employees can set their goals on how to perform better. Other benefits include ensuring consistent standards and improving on general productivity.
However, it must be emphasized that conducting a performance appraisal process and not giving feedback may not yield much. Every employee in an organization would like to know how he or she is performing. The management, on the other hand, needs to be given feedback to know the steps to be taken. Therefore, both the measurement of performance and feedback should be encouraged.
References
Hatry, H. P. (2016). Performance measurement: Getting results . Washington: The Urban
Institute Press.
Tapamoy, D. (2008). Performance appraisal and management: Concepts, antecedents and
Implications .
