Recognition As Part Of Performance Management
Below is a MRR and PLR article in category Business -> subcategory Management.
Recognition As Part of Performance Management
Word Count: 494
Summary:
Performance management is a vital system derived from the best practices of top organizations, providing managers with a structured approach to key retention criteria. Employees are more likely to stay motivated and committed when their manager:
- Pays attention to their work
- Aligns their job with their skills, knowledge, and experience
- Offers opportunities for growth and development
- Assesses their performance objectively
A crucial element of performance management is providing recognition at key opportunities.
Keywords:
employee, recognition, employee recognition, motivation, employee motivation, rewards, staff rewards
Article Body:
Performance management is a crucial framework developed by top-performing organizations. It offers managers an effective way to address key retention criteria. Employees are more likely to feel motivated and remain in their roles when their managers:
- Pay attention to their work
- Assign tasks that suit their skills and experience
- Provide opportunities for growth and development
- Evaluate performance fairly
Recognition plays a vital role in this process.
Appraisals
Traditionally, the annual appraisal is one of the few times workers with average or better performance meet with their boss to discuss their progress. In contrast, employees with poor performance often have frequent interactions with their managers, sometimes weekly. The appraisal form is a critical document, recording annual performance assessments. For many, it can be the only occasion for receiving positive feedback, which may be cautious due to its perceived connection to pay raises. Excessive praise might create expectations for significant salary increases.
If attention is a key motivator, why do we assume high performers need less recognition? They don't. Leading companies have introduced regular coaching and mentoring sessions to enhance the appraisal system, providing all employees with ongoing opportunities to discuss their job, performance, motivation, and aspirations.
Coaching
Managers sometimes resemble spectators, akin to fans at a sports game, observing from a distance and occasionally criticizing. This approach creates a disconnect between managers and their team, as they merely share a physical space.
This highlights the contrast between a 'manager as coach' and a 'manager as spectator.' A coach works closely with employees, helping them overcome challenges and advance. They understand their team members' responses to various motivation techniques and recognize the impact of personal factors like family life and health on performance.
Effective coaching occurs frequently and doesn't wait for pivotal moments. Coaches collaborate with their team, identifying strengths and weaknesses before they are tested under pressure.
By embedding recognition within performance management, organizations can foster a culture of motivation and engagement, ultimately driving success and retention.
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