Self Monitoring Systems Are Good For Recognition
Below is a MRR and PLR article in category Business -> subcategory Management.
Self-Monitoring Systems Enhance Recognition
Summary
Performance Management often faces criticism due to complex processes overshadowing its core principles. Yet, some elements benefit both employees and managers. Take Hogan Armstrong, an IT Service Engineer at a large multinational firm. Though he spends much of his time away from the office, his Self-Monitoring System keeps him and his manager informed about his performance.
The Power of Self-Monitoring
Performance Management is sometimes critiqued for its complexity, but it can be highly effective when used correctly. Hogan Armstrong serves as a prime example. As an IT Service Engineer for a major corporation, he utilizes a Self-Monitoring System that allows him and his manager to track his efficiency, despite his frequent travels.
Measurable Objectives
For any performance plan, measurable objectives are crucial. One of Hogan’s primary goals is:
"To follow up each service call within two working days to ensure system functionality and customer satisfaction. If issues arise, I will report and address them within 24 hours."
This objective is easily tracked. Hogan maintains a log of service calls and follow-up communications that he and his manager can access anytime. Although sophisticated Customer Relations Databases exist, simple systems like spreadsheets can be equally effective.
Motivation Through Agreed Objectives
By agreeing on objectives, team members are motivated to track their own progress. Each important objective should have a Self-Monitoring System providing up-to-date information accessible to the organization.
In companies where Performance Management thrives, individuals and teams proudly showcase their Self-Monitoring Systems, viewing them as a form of recognition for their contributions to organizational goals.
Real-World Application
Consider a buying department at a clothing manufacturer facing high sickness absences. The manager, realizing it was an issue, displayed a "lost days" chart showing weekly absences. Within two weeks, absences dropped to zero and remained low.
This manager, initially skeptical about Performance Management, concluded: "If you pay attention to something, it improves." By highlighting the "Lost Days" chart, he signaled to his team the importance of reducing absences. Without direct conversations, behavior changed, helping him achieve his objectives.
Conclusion
Self-Monitoring Systems are invaluable for both recognition and motivation. They turn objectives into measurable achievements and foster a culture of accountability, ultimately benefiting both employees and organizations.
You can find the original non-AI version of this article here: Self Monitoring Systems Are Good For Recognition.
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