Mbryan Consulting

COMPONENT OF A PERFORMANCE MANAGEMENT SYSTEM 1

Any effective performance management system includes the following components:
1. PERFORMANCE PLANNING: Performance planning is the first crucial component of any performance management process which forms the basis of performance appraisals. Performance planning is jointly done by the appraisee and also the reviewee in the beginning of a performance session. During this period, the employees decide upon the targets and the key performance areas which can be performed over a year within the performance budget., which is finalized after a mutual agreement between the reporting officer and the employee.

2. PERFORMANCE APPRAISAL AND REVIEWING: The appraisals are normally performed twice in a year in an organization in the form of mid reviews and annual reviews which is held in the end of the financial year. In this process, the appraisee first offers the self-filled up ratings in the self-appraisal form and also describes his/her achievements over a period of time in quantifiable terms. After the self-appraisal, the final ratings are provided by the appraiser for the quantifiable and measurable achievements of the employee being appraised. The entire process of review seeks an active participation of both the employee and the appraiser for analyzing the causes of loopholes in the performance and how it can be overcome.

3. FEEDBACK ON THE PERFORMANCE FOLLOWED BY PERSONAL COUNSELING AND PERFORMANCE FACILITATION: Feedback and counseling is given a lot of importance in the performance management process. This is the stage in which the employee acquires awareness from the appraiser about the areas of improvements and also information on whether the employee is contributing the expected levels of performance or not. The employee receives an open and a very transparent feedback and along with this the training and development needs of the employee is also identified. The appraiser adopts all the possible steps to ensure that the employee meets the expected outcomes for an organization through effective personal counseling and guidance, mentoring and representing the employee in training programmes which develop the competencies and improve the overall productivity.

4. REWARDING GOOD PERFORMANCE: This is a very vital component as it will determine the work motivation of an employee. During this stage, an employee is publicly recognized for good performance and is rewarded. This stage is very sensitive for an employee as this may have a direct influence on the self-esteem and achievement orientation. Any contributions duly recognized by an organization helps an employee in coping up with the failures successfully and satisfies the need for affection.

5. PERFORMANCE IMPROVEMENT PLANS: In this stage, fresh set of goals are established for an employee and new deadline is provided for accomplishing those objectives. The employee is clearly communicated about the areas in which the employee is expected to improve and a stipulated deadline is also assigned within which the employee must show this improvement. This plan is jointly developed by the appraisee and the appraiser and is mutually approved.

6. POTENTIAL APPRAISAL: Potential appraisal forms a basis for both lateral and vertical movement of employees. By implementing competency mapping and various assessment techniques, potential appraisal is performed. Potential appraisal provides crucial inputs for succession planning and job rotation.

Do you now realize that the essence of Employee Engagement in your business organization cannot be overemphasized? If your employees are not engaged, it is time to act!

Do you have any questions concerning the topic Employee Engagement? Feel free to drop them on the comment box, we will give you the answers that you need.

Are you looking for a comprehensive employee engagement solution? No matter your starting point, challenge or industry, we will get you where you want to be. Contact us by visiting our website www.mbryanconsulting.com or call 08092571531.

(Picture gotten from forbes.com)

How to Establish A Culture of Employee Engagement - Employers
Because having a successful business is every employer’s dream, companies emphasize on employee engagement. With an engaged staff of employees, you lower your risk of turnover, boost customer satisfaction, and increase your company’s overall chance of success.
I have learnt that neither you nor your employees can force workplace engagement. It has to be ingrained in your business and within each individual employee.

5 Ways to Encourage Employee Engagement
1. Don’t Skip Onboarding and Training.
If an employee doesn’t have a handle on their responsibilities, they won’t be engaged. Instead, they’ll be confused, frustrated, and rushed to catch up, which leads to disengagement. Employees who can master their workload have a better shot at taking pride in what they do. Workers who are eager to meet their goals are engaged with the company. Onboarding and training new hires are some of the most important steps you can take to ensure employees are engaged at work. For most employees, onboarding and training is also the time when they bond with co-workers and develop a connection to the company.

2. Set Company Goals
To run a successful business, you need a business plan with a list of goals you want to accomplish. To engage employees, you need to involve them in reaching business goals. You should set annual, semi-annual, quarterly, and monthly goals so employees have something to work towards. Reaching goals is something that encourages employee engagement. Employees want to know how their position fits in with the other positions in the company and they want to learn how their work affects your business as a whole.

3. Acknowledge Employees
Employees don’t automatically become engaged when you give them more praise, thanks, or any other type of acknowledgment. But employees can quickly become disengaged if they feel like they’re invisible. When I say acknowledge employees, I don’t mean give them praise for every little thing they do. I’m talking about things like saying “Hello,” “Have a good night,” or “Thank you.” More so, whenever an employee puts in extra effort, acknowledge them.

4. Focus on Employee Development
There are many reasons job seekers apply for and accept a position, like salary and benefits. But many workers also want the opportunity to grow their career. Employees want to develop their skills and continue challenging themselves. They don’t want to do monotonous tasks that require minimal effort. Engaged employees constantly use their mind and enhance their skills.
You can focus on employee development in a few different ways. You might add new duties to the employee’s position to prevent boredom, allow room for growth in the position, or offer a job rotation program so employees do different tasks every so often, you can also emphasize employee development is by offering educational assistance. This is a great perk that lets employees further their education. It shows employees that you value their career growth, and it also allows you to add new skills to your business.

5. Don’t Micromanage
If employees are told exactly what to do and how to do it, they won’t have the time or motivation to engage with the work. They will be more like robots. Employees can’t be engaged if they do not have freedom in how to do their jobs.
Micromanaging can be damaging to your business. Instead of micromanaging, allow each employee make decisions about how to accomplish their work. This leads to higher levels of engagement. And, employees know they can reach out to their managers, if they ever have any questions. Leave the details up to your employees, and you will end up with workers happy to put their own methods and ideas into action.

IMPORTANCE OF EMPLOYEE ENGAGEMENT (PART 1)
Multiple studies have shown that employee engagement has a huge benefit to productivity.
Employee engagement gives employee recognition, it makes them feel valued and needed. It’s important to note that motivated employees are more likely to perform better in their roles. This will filter down to how they come across when working with clients, suppliers and customers, and improve their experience. You’ll get better feedback, build greater trust and create an even stronger reputation within the industry.
Employees who are engaged will:
• Be willing to ‘go the extra mile’
• Have a better relationship with colleagues
• Want to voice innovative ideas
• Display a genuine want to improve the business
• Take fewer sick days
• Be motivated to work efficiently (generating higher productivity)
• Be committed to the company for the long-term

INTRODUCTION TO EMPLOYEE ENGAGEMENT.
Employee Engagement is a workplace approach resulting in the right conditions for all members of an organization to give their best each day. Employee Engagement is based on trust, integrity, a two-way commitment and communication between an organization and its members. It is an approach that increases the chances of business success, contributing to organizational and individual performance, productivity and well-being.
From an employer's point of view, employee engagement is concerned with using new measures and initiatives to increase the positive emotional attachment felt and therefore productivity and overall business success. An engaged workforce produces better business results, does not hop jobs and more importantly, is an ambassador of the organization at all points of time.
Engaged employees are perceived to form a part of an organization’s brand and an engaged, happy workforce can have a knock-on effect on customer retention, recruitment of key talent and the ability to attract new customers in a world where a company's values are crucial to the consumers.
Employee engagement involves the following aspects −
• The nature of the job itself.
• Whether the employee feels mentally stimulated.
• The trust and communication between the employees and the management.
• The ability of an employee to see how their own work contributes to the overall company performance.
• The opportunity of growth within the organization.
• The level of pride an employee has about working or being associated with the company.
The emotional connection of an employee toward the organization tends to influence his or her behaviors and the level of effort in work related activities. The more engagement an employee has with his or her company, the more effort they put forth.